UCL Disciplinary Policy updated
1 September 2016
On 1 September 2016, the previous
In line with all of the other policies drafted under the HR Policy Review, the new Policy has been streamlined and reformatted into a new common template. This effectively separates core policy from detailed process and guidance. Policy is clearly identified, with procedures and additional guidance, including flowcharts and forms, being appended to the main policy document.
The new policy will apply to all employees of UCL (including any staff who have transferred under TUPE) for whom any new formal process commences after the implementation date. Staff already subject to disciplinary procedures will continue under their old policy and procedure until the end of the stage they have currently reached. After any sanction has been issued, any failure to reach expected standards of conduct or subsequent allegations of misconduct will be managed through the new Procedure.
UCL expects satisfactory standards of behaviour, conduct and attendance from all its employees. The new Policy determines the procedures to be followed when standards of conduct give rise to problems which cannot be resolved by advice and encouragement, training or increased support. It is drafted to be compliant with the ACAS Code of Practice on Disciplinary and Grievance procedures, providing fairness and consistency of approach.
The key changes brought about by the new policy are:
· Clarification of the difference between misconduct and gross misconduct, to ensure consistency of approach and application of sanction;
· Clarification of the role of Investigating Manager;
· The introduction of a template for standardised investigation reports;
· Emphasis on Head of Department responsibility to manage disciplinary matters; and
· Clear timeframes for the management of casework.
In the first
instance, any queries about the application of the new Policy should be
directed to your Departmental contact in HR Advisory