This document is only applicable to employees of Blue Ring Digital Services Limited.
"Disciplinary and Grievance Policy" refers to this Disciplinary and Grievance Policy.
"You", "Your" refers to You the employee of Blue Ring Digital Services Limited.
"We", "Us", "Our", "Blue Ring Digital Services Limited" refers to Blue Ring Digital Services Limited.
We will try to keep everything in this document as straightforward as possible, but if there’s anything You don’t understand, please get in touch with Us.
The headings in this Disciplinary and Grievance Policy are for convenience only and shall not affect their interpretation.
The masculine shall include the feminine and the neuter and the singular the plural and vice versa.
If any provision or part of any provision of this Disciplinary and Grievance Policy is found by a court or other competent authority to be void or unenforceable, such provision or part of a provision shall be deleted from these Disciplinary and Grievance Policy and the remaining provisions or parts of the provision shall continue to be in full force and effect.
The purpose of this disciplinary policy is to maintain a fair and consistent approach to dealing with employee conduct or performance issues. The policy aims to help employees understand what is expected of them and provides a structured process for addressing and resolving disciplinary matters.
Our disciplinary process is based on the following principles:
- Fairness: We will conduct investigations and proceedings in a fair and unbiased manner.
- Timeliness: We will handle disciplinary matters promptly.
- Confidentiality: Information related to disciplinary matters will be kept confidential to the extent possible.
- Right to Representation: Employees have the right to be accompanied by a colleague or representative during disciplinary meetings.
- Progressive Approach: We will aim to resolve issues through a fair and proportionate approach, which may include verbal warnings, written warnings, and ultimately, dismissal if necessary.
- Informal Discussion: Minor issues may be resolved through informal discussions between the employee and their immediate supervisor. These discussions should aim to clarify expectations and find solutions.
- Formal Procedure: If informal discussions do not resolve the issue, a formal disciplinary procedure may be initiated, including:
- Investigation: A thorough investigation will be conducted to gather facts and evidence.
- Disciplinary Meeting: The employee will be invited to a disciplinary meeting to discuss the issue, present their side, and have the opportunity to be accompanied by a representative.
- Disciplinary Outcome: After the meeting, a decision will be made, which may result in no action, a verbal warning, a written warning, suspension, or dismissal, depending on the severity of the issue and previous conduct.
- Right to Appeal: Employees have the right to appeal disciplinary decisions. Appeals should be submitted in writing and will be reviewed by a different manager within the organisation.
The purpose of this grievance policy is to provide employees with a formal process to raise concerns or complaints regarding their employment, working conditions, or treatment within the organisation.
- Informal Resolution: Employees are encouraged to attempt an informal resolution by discussing their concerns with their immediate supervisor or manager.
- Formal Grievance: If informal resolution is not possible or does not resolve the issue, employees may submit a formal written grievance to their manager or the HR department. The grievance should outline the nature of the issue, relevant details, and desired outcomes.
- Grievance Investigation: The organization will conduct an investigation into the grievance, which may involve meetings with the employee, witnesses, and a review of relevant documents.
- Grievance Outcome: Following the investigation, a written response will be provided to the employee, including any actions or remedies to be taken.
- Right to Appeal: If the employee is not satisfied with the grievance outcome, they have the right to appeal the decision. Appeals should be submitted in writing and will be reviewed by a different manager within the organisation.
All information related to disciplinary and grievance matters will be treated with strict confidentiality, except where disclosure is required by law.
Changes to Disciplinary and Grievance Policy
This Disciplinary and Grievance Policy replaces all previous versions. We reserve the right to change the Disciplinary and Grievance Policy at any time.