Disciplinary procedures and possible sanctions
At Harvey, we uphold high ethical standards and strive to maintain a positive and respectful work environment for all employees. Our disciplinary procedures are designed to emphasise fairness, transparency, and accountability. The purpose of these procedures is to address any misconduct or breaches of company policies promptly and consistently while offering opportunities for improvement and growth.
Informal Counselling
For minor or initial performance or conduct issues, the supervisor or manager will conduct an informal counselling session with the employee. During this session, the issue will be discussed, and expectations will be clearly communicated. The aim is to provide guidance, support, and an opportunity for the employee to rectify the behaviour.
Written Warning
If the performance or conduct issue persists, the employee may receive a written warning. This written document will outline the specific issue, the expected improvements, and the consequences if the behaviour does not change. The employee will have an opportunity to respond or provide input.
Performance Improvement Plan (PIP)
For more significant or recurring performance issues, the employee may be placed on a Performance Improvement Plan (PIP). See Performance - policy
Disciplinary Action
If the misconduct or performance issues continue despite previous interventions, formal disciplinary action may be taken. The nature and severity of the misconduct will determine the appropriate level of disciplinary action, which may include:
- Suspension: Temporary suspension from work as a consequence for serious policy violations or misconduct.
- Demotion: In cases where the employee is not fulfilling their role or responsibilities, demotion to a lower position within the company may be considered.
- Termination: In cases of severe misconduct or failure to improve performance despite previous interventions, termination of employment may be the final disciplinary measure.
Appeals Process
Employees have the right to appeal any disciplinary action taken against them. Appeals should be submitted in writing to a designated representative or higher-level management within a specified timeframe. The appeal will be reviewed impartially, and a final decision will be communicated in writing.
Confidentiality and Non-Retaliation
The disciplinary process will be conducted with utmost confidentiality to protect the privacy of all parties involved. Harvey strictly prohibits any form of retaliation against employees who raise concerns or participate in the disciplinary process.