These Disciplinary Rules should be read in conjunction with our Disciplinary Procedure. The aim of the Disciplinary Rules and Disciplinary Procedure is to set out the standards of conduct expected of all employees and to provide a framework within which managers can work with employee to maintain those standards and encourage improvement where necessary.

It is our policy to ensure that any disciplinary matter is dealt with fairly and in accordance with the Disciplinary Procedure. If you are in any doubt as to your responsibilities or the standards of conduct expected you should speak to your line manager.

Rules of conduct

While working for us you should at all times maintain professional and responsible standards of conduct. In particular you should:

• observe the terms and conditions of your contract, particularly with regard to:
  • hours of work;
  • confidentiality;
• observe all our policies, procedures and regulations which are included in this Employee Handbook or notified to you from time to time by means of notice boards, e-mail, the intranet or otherwise;
• take reasonable care in respect of the health and safety of colleagues and third parties and comply with our Health and Safety Policy;
• comply with all reasonable instructions given by managers; and
• act at all times in good faith and in the best interests of the company, its customers and employees.

Failure to maintain satisfactory standards of conduct may result in action being taken under our Disciplinary Procedure.

Misconduct

The following are examples of matters that will normally be regarded as misconduct and will be dealt with under our Disciplinary Procedure:

• Minor breaches of our policies including the Sickness Absence Policy and the Electronic Information and Communications Systems Policy;
• Minor breaches of your contract;
• Damage to, or unauthorised use of, our property;
• Poor timekeeping;
• Time wasting;
• Unauthorised absence from work;
• Refusal to follow instructions;
• Obscene language or other offensive behaviour;
• Negligence in the performance of your duties; or
• Smoking in no-smoking areas.

This list is intended as a guide and is not exhaustive.

Gross misconduct

Gross misconduct is a serious breach of contract and includes misconduct which, in our opinion, is likely to prejudice our business or reputation or irreparably damage the working relationship and trust between employer and employee. Gross misconduct will be dealt with under our Disciplinary Procedure and will normally lead to dismissal without notice or pay in lieu of notice (summary dismissal).

The following are examples of matters that are normally regarded as gross misconduct:

• Theft or fraud;
• Actual or threatened violence, or behaviour which provokes violence;
• Deliberate and serious damage to property;
• Serious misuse of our property or name;
• Deliberately accessing internet sites containing pornographic, offensive or obscene material;
• Serious insubordination;
• Unlawful discrimination or harassment;
• Bringing the organisation into serious disrepute;
• Serious incapability at work brought on by alcohol or illegal drugs;
• Causing loss, damage or injury through serious negligence;
• Serious breach of health and safety rules;
• Unauthorised use or disclosure of confidential information or failure to ensure that confidential information in your possession is kept secure;
• Acceptance of bribes or other secret payments;
• Accepting a gift, above the value of £100 from a customer, supplier, contractor or other third party in connection with your employment without prior consent from your line manager;
• Conviction for a criminal offence that in our opinion may affect our reputation or our relationships with our employee, customers or the public, or otherwise affects your suitability to continue to work for us;
• Possession, use, supply or attempted supply of illegal drugs;
• Serious neglect of duties, or a serious or deliberate breach of your contract or operating procedures;
• Knowing breach of statutory rules affecting your work;
• Unauthorised use, processing or disclosure of personal data contrary to our Data Protection Policy;
• Harassment of, or discrimination against, employees, contractors, clients or members of the public, related to gender, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, disability, religion or belief or age contrary to our Equal Opportunities Policy or our Anti-harassment and Bullying Policy;
• Refusal to disclose any of the information required by your employment or any other information that may have a bearing on the performance of your duties;
• Giving false information as to qualifications or entitlement to work (including immigration status) in order to gain employment or other benefits;
• Knowingly taking parental, paternity or adoption leave when not eligible to do so or for a purpose other than supporting a child;
• Making a disclosure of false or misleading information under our Whistleblowing Policy maliciously, for personal gain, or otherwise in bad faith;
• Making untrue allegations in bad faith against a colleague;
• Victimising a colleague who has raised concerns, made a complaint or given evidence information under our Whistleblowing Policy, Anti-harassment and Bullying Policy, Grievance Procedure, Disciplinary Procedure or otherwise;
• Serious misuse of our information technology systems (including misuse of developed or licensed software, use of unauthorised software and misuse of e-mail and the internet) contrary to our Electronic Information and Communications Systems Policy;
• Undertaking unauthorised paid or unpaid employment during your working hours;

This list is intended as a guide and is not exhaustive.