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Grievance Disciplinary Procedure

This document outlines the grievance and disciplinary policy and procedure for TICL& AIL. It establishes a 4-stage process for addressing misconduct or poor performance, beginning with an informal verbal warning and culminating in potential dismissal. The stages include formal verbal warning, first written warning, final written warning, and dismissal. Summary dismissal without notice is also allowed for gross misconduct or serious rule violations. The policy aims to ensure employees are treated fairly in disciplinary matters while reserving the company's right to modify the procedure as needed. It applies to all employees who have completed their probationary period.

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Engr Muhammad Zubair Farooq
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171 views

Grievance Disciplinary Procedure

This document outlines the grievance and disciplinary policy and procedure for TICL& AIL. It establishes a 4-stage process for addressing misconduct or poor performance, beginning with an informal verbal warning and culminating in potential dismissal. The stages include formal verbal warning, first written warning, final written warning, and dismissal. Summary dismissal without notice is also allowed for gross misconduct or serious rule violations. The policy aims to ensure employees are treated fairly in disciplinary matters while reserving the company's right to modify the procedure as needed. It applies to all employees who have completed their probationary period.

Uploaded by

Engr Muhammad Zubair Farooq
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Grievance & Disciplinary

Policy– TICL& AIL


Doc No: POL/HR/001 Issue No : 01 Revision No : 00 Effective Date : 23/11/2019

1. Objective & Scope


1.1 The purpose of this document is to ensure that employees are dealt with fairly and consistently in
disciplinary and other related matters affecting their work with the Company.

1.2 This document is intended only as a statement of policy and management guidelines. It does not
form part of individual contracts of employment or otherwise have contractual or other legal
effect. The Company reserves the right not to follow this Procedure where it considers it
appropriate to do so. This policy is applicable to all employees who have completed their
probationary period of service.

2. Responsibility
2.1 All employees
2.2 All Management

3. Disciplinary Procedure
3.1 Minor faults or areas of concern will usually be dealt with initially on an informal basis by way of
an informal verbal warning and/or counseling where necessary. After establishing the facts, the
Company may consider that there is no need to resort to the formal Procedure, and that it is
sufficient to talk the matter over with the employee. A note of the informal warning will be kept
on the employee’s personal file.
3.2 The purpose of an informal written warning is to provide an opportunity for improvement in the
matter to be corrected without the necessity for the procedure be instituted. However, where the
matter is more serious, the stages of the procedure set out below will normally be followed.
3.3 There are three stages to the Procedure. The Company may, however, initiate the Procedure at
any stage, or jump stages, depending on the circumstances of the case and the seriousness of the
misconduct/poor performance.

3.4 Stage 1 - Formal Verbal Warning


In cases of minor breaches of discipline or misconduct, or where the employee has failed to
improve or remedy the problems identified within an informal verbal warning, an employee will
be given a formal verbal warning which will refer to the misconduct and of the possible
consequences of any repetition or failure to improve within a set time limit.

3.5 Stage 2 - First Written Warning


In the event of more serious or further misconduct, the employee will normally be given a first
written warning. This will state the reason for the warning and will give a time limit for
improvement, including any action required by the employee to remedy the situation. The
employee will be informed of the consequences of any failure to improve his or her conduct. A
copy of this written warning will also be kept on the employee's personal file.

3.6 Stage 3 - Final Written Warning


If, after previous warning(s), there is further misconduct or failure to improve standards, or if the
misconduct is sufficiently serious to warrant only one written warning, (but would not justify
dismissal), a final written warning will be given to the employee. This will state the reason for
the warning and will give a time limit for improvement, including any action required by the
Grievance & Disciplinary
Policy– TICL& AIL
Doc No: POL/HR/001 Issue No : 01 Revision No : 00 Effective Date : 23/11/2019

employee to remedy the situation. It will also include a statement to the effect that dismissal may
result in the event of failure to improve conduct. A copy of the final written warning will be kept
on the employee's personal file.

3.7 Stage 4 - Dismissal


If conduct remains unsatisfactory, and the employee still fails to reach the prescribed standards,
or where conduct is sufficiently serious to warrant it, dismissal will normally result. The
employee will be provided, as soon as reasonably practicable, with written confirmation of the
dismissal and the date on which employment terminated or will terminate.

3.8 SUMMARY DISMISSAL


The Company will only dismiss an employee summarily in the event of gross misconduct, or
some other serious breach of Company rules or of the contract of employment. Summary
dismissal is dismissal without notice; before deciding upon this course of action, the Company
will usually undertake an investigation and hold a disciplinary hearing with the employee.

4. Related Document
4.1 N/A

5. Distribution list
5.1 All Unit head
5.2 GM Plant
5.3 Senior GM Plant

Prepared by:

(Name & Signature)

Reviewed by:

(Name & Signature)


Approved by:

(Name & Signature)

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