CHE Proximity Disciplinary Policy

In order for CHE Proximity to deliver to our clients across the group, it is important that we all deliver. The company has a policy relating to poor performance, which is listed on the following pages. If you have any questions relating to this policy, please discuss them with your manager.

CHE Proximity Disciplinary Policy

Why would an employee be disciplined?

The kinds of things that an employee might be disciplined for include (but are not limited to):

  • Poor performance
  • Misconduct
  • Serious misconduct
  • Breach of their employment agreement
  • Breach of any of the company’s employment policies


Poor Performance

Poor performance includes (but is not limited to):

  • Incompetence
  • Failing to maintain an acceptable level of performance
  • Failing to meet performance targets
  • Carelessness in the employee’s work
  • Inefficiency and/or wasting time


Misconduct

The following types of behaviour may constitute/ amount to misconduct (there may be others):

  • Habitually failing to report to work on time without a good reason
  • Taking unauthorised time off work with no legitimate excuse
  • Sleeping on the job
  • Failure to report an accident or complaint
  • Acting in a disruptive manner while at work
  • Use of abusive language towards employees or clients
  • Unauthorised use of company property
  • Sending offensive messages to employees via email or in any other fashion

It is impossible to provide an exhaustive list of behaviours or actions that may amount to misconduct. Therefore, the above list is illustrative only and there may be several other instances of misconduct which are not specifically listed above.




Serious Misconduct

The following types of behaviour may constitute/ amount to serious misconduct (there may be others) which may result in the termination of an employee’s employment:

  • Failure to comply with a lawful and reasonable direction from your manager
  • Bullying, fighting or assaulting an employee, customer, supplier or client of the company
  • Disclosure of confidential information to any third party
  • Conduct which brings the company into disrepute (which includes writing and submissions on the internet)
  • Possession, supply or consumption of illegal drugs at work
  • Unauthorised consumption of alcohol during working hours
  • Unauthorised possession of company property
  • Theft and/or dishonesty
  • Damaging company property
  • Walking off the job without authorisation
  • Falsifying any company records
  • Being absent from work for a period exceeding three consecutive working days without notification to or consent from your manager
  • Sexual and/or racial harassment (as outlined in the Equal Opportunity Policy)

It is impossible to provide an exhaustive list of behaviours or actions that may amount to serious misconduct. Therefore, the above list is illustrative only and there may be several other instances of serious misconduct which are not specifically listed above.


Poor performance includes;

  • Incompetence
  • Failing to meet performance targets
  • Taking unauthorised time off work with no legitimate excuse
  • Careless work

Misconduct includes;

  • Sleeping on the job
  • Use of abusive language towards employees or clients
  • Failing to meet performance targets
  • Inefficiency and/or wasting time

Serious Misconduct includes;

  • Bullying, fighting or assaulting an employee, customer, supplier or client of the company
  • Unauthorised use of company property
  • Falsifying any company records
  • Failing to maintain an acceptable level of performance

Disciplinary Procedures

Possible disciplinary actions that may be taken against any employee who is found to be guilty of poor performance, misconduct, or serious misconduct, may include:

  • Verbal or written warnings (which may be progressive for different offences)
  • Final warnings
  • Dismissal on notice
  • Dismissal without notice


Conclusion

The lists of behaviours and disciplinary actions set out in this policy are indicative only, and this policy is not intended to be a complete list. CHE Proximity Limited reserves the right to maintain flexibility in the way that it applies this policy, and will conduct any employment process according to what is appropriate in the particular circumstances of each case.