Disciplinary and Grievance. Procedures 10
Disciplinary and Grievance. The employment of musicians shall be subject to the Disciplinary and Grievance Procedure detailed in the Employee Handbook.
Disciplinary and Grievance. The Company’s disciplinary and grievance procedures shall apply to the Employee and shall be made available to the Employee upon request. Whilst it is Company policy to observe its disciplinary procedure, strict observance of the procedure is not appropriate in all cases. Circumstances may warrant that the procedure is abridged or varied and the Company reserves the right to do so at any time. For the avoidance of doubt, the Company’s disciplinary and grievance procedures do not form part of the Employee’s contract of employment. The Company reserves the right to suspend the Employee at any time with pay pending a disciplinary investigation or pending the outcome of any disciplinary process (including any disciplinary appeals process). The Company reserves the right in case of the Employee’s infringement of its rules, policies, procedures or terms and conditions to demote, re-deploy and/or suspend the Employee with or without pay. If the Employee is suspended without pay as a disciplinary sanction, the period of suspension will vary in length at the Company’s discretion according to the gravity of the misconduct.
Disciplinary and Grievance. You are subject to the Company's disciplinary and grievance procedures, copies of which are available from the Company’s H.R. manager. These procedures are non-contractual and do not form part of this Agreement.
Disciplinary and Grievance. 13.1 Disciplinaries will be held in accordance with any procedures and policies which may be provided from time to time or in the alternative in accordance with ACAS codes of practice.
13.2 Grievances should be presented to the Employer in writing who will endeavour to respond within a reasonable time frame. Grievances will be head in accordance with policies and procedures which may be issued from time to time or in the alternative in accordance with ACAS codes of conduct.
Disciplinary and Grievance. Procedures 12
6.1 Disputes Governed by Disciplinary and Grievance Regulations 12
6.2 Anti-Doping 12
6.3 Behaviour of Supporters and Spectators 12
6.4 Recourse to Courts 12
Disciplinary and Grievance. Data such as personal data contained in records (including correspondence, minutes of meetings, and reports) of allegations, investigations and proceedings, and their outcomes. We may also receive and process special categories of personal data about you: Special categories of personal data is personal data that reveals racial or ethnic origin, political opinions, religious or philosophical beliefs or trade union membership; genetic data; biometric data for the purpose of uniquely identifying a natural person; or data concerning health or a natural person’s sex life or sexual orientation. We limit the collection of this kind of personal data from you. Typically, we will only receive the following types: • Incapacity Data such as personal data contained in your absence records, medical forms or certificates and records relating to any medical treatment, disability and workplace adjustments or accommodations. • Pre-employment Screening Data namely the results of any mandatory pre- employment drug testing following a formal job offer but prior to commencing employment. • Intoxicant Data namely the results of any mandatory intoxicant and/or drugs testing conducted during your employment/engagement with us. In some cases, providing your personal data is necessary to enter into your employment contract with us, or to comply with applicable law. If you do not provide us with this personal data, we may not be able to perform our contract with you. You may sometimes provide us with personal data relating to third parties, such as your spouse, partner, dependents and other family members, for purposes of Human Resources administration and management, including the administration of benefits and to contact your next-of-kin in case of an emergency. Before giving us this information please inform those third parties that you intend to disclose their personal data to us, the purposes for this disclosure, and that their personal data will be used by us in accordance with this Privacy Notice. We receive your personal data as part of the recruitment and on-boarding process. Typically, we receive your personal data from the following sources: • The landlord of our business premises, if you visit our business premises and if we request from our landlord a copy of any security recordings containing CCTV Data for the purposes described in paragraphs 5 and 6 below • Third parties who conduct pre-employment drug tests on our behalf Your named referees Persons who recommend you f...
Disciplinary and Grievance. 12.1 These procedures are not contractual. Disciplinaries will be held in accordance with any procedures and policies which may be provided from time to time or in the alternative in accordance with ACAS codes of practice.
12.2 Grievances should be presented to the Employer in writing who will endeavour to respond within a reasonable time frame. Grievances will be head in accordance with policies and procedures which may be issued from time to time or in the alternative in accordance with ACAS codes of conduct.
Disciplinary and Grievance. The following information is supplied pursuant to the Employment Rights Xxx 0000 and reflects the Company’s current practice:
(a) You are expected to exhibit a high standard of propriety, integrity and efficiency in all your dealings with and in the name of the Company and the Group and may be suspended (with pay) or required to take any accrued holiday entitlement during any investigation which it may be necessary for the Company to undertake. If it becomes necessary to take disciplinary action against you, it will normally be dealt with by a member of the Board or a member of the Board of the Company’s holding company not previously involved. If you are dissatisfied with any disciplinary decision (including dismissal), you should appeal against such decision to another member of the Board not previously involved or another senior person with connections to the Group’s business. The decision of the appeal hearing will be final and binding.
(b) If you have any grievance relating to your Appointment or matters where you consider the Company or any other member of the Group is failing to comply fully with its legal obligations, you should refer such matter to another member of the Board. Should you remain dissatisfied with the decision made, an appeal may be made to another member of the Board not previously involved or another senior person with connections to the Group’s business. The decision of the appeal hearing will be final and binding.
Disciplinary and Grievance. You are subject to our disciplinary rules and procedures, and our grievance procedure, copies of which are in the Employee Handbook available from the human resources department. These rules and procedures do not form part of your contract of employment. If you want to raise a grievance, you may apply in writing to the person to whom you report.
