Go to the Students section
Go to the Staff section
Go to the Alumni section
Go to the Study section
Go to the Student life section
Go to the International section
Go to the Research section
Go to the Business and Employers section
Go to the About section
If during the disciplinary process both parties feel that there would be value in seeking mediation then this can be considered.
When a manager has concerns about a member of staff, they may wish initially to consult more senior colleagues and the link HR Business Partner about the most appropriate means of dealing with the perceived problem.
The manager will then:
A decision of the panel (other than a recommendation to dismiss) may be appealed to the Registrar. Appeals must be lodged with the Director of Human Resources within five working days of the decision of the panel, and will be considered at a mutually convenient date within 15 working days of receipt. The Registrar will consider all the written evidence, including the record of the panel hearing. The employee, their representative or friend and the chair of the panel will be asked to meet together with the Registrar to make a submission in support of their respective cases. The or Registrar may confirm the decision of the panel, substitute an alternative decision, or ask the Director of Human Resources to convene either the same panel or a new panel to re-consider the case.
Updated Mar 2012
The following list indicates the categories of misconduct that might result in formal disciplinary action, including summary dismissal, in certain circumstances. They are not exhaustive.
The following examples of behaviour may, within this procedure, lead to a disciplinary warning and, if repeated, to dismissal:
The following examples of behaviour at work may be regarded as gross misconduct, and, may lead to dismissal without notice and without pay in lieu of notice:
Note: Forms of serious misconduct outside the workplace may lead to disciplinary action where it is considered there is an effect upon the employment relationship.
The employee will have up to 30 minutes to make representations to the Vice-Chancellor, supplementing or supporting the information covered in the written documentation provided from the disciplinary hearing.
The Vice-Chancellor may ask whatever additional questions they think are necessary to obtain a sufficiently sound basis for making a decision to confirm or turn down the recommendation for dismissal.
The Chair of the disciplinary panel shall be invited to attend and may be invited by the Vice Chancellor to clarify any point arising from the written documentation or oral representations.
One Independent Governor of the University and two others who are either Deans, Directors or other member of the Senior Management Team, nominated by the Director of Human Resources. The Committee will be chaired by the Governor member.
A senior member of University staff, normally from the Human Resources Directorate, who has not previously been involved in the case, will act as Secretary to the Committee.
If the employee is unable to attend an appeal hearing, the Committee will normally seek to set another mutually convenient date, but may decide, taking account of all the circumstances, to proceed in the employee’s absence.