Common use of DISCIPLINARY AND GRIEVANCE PROCEDURES Clause in Contracts

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 32.1 The Employee Executive is subject to the Company's any disciplinary and grievance procedures, copies of procedures which are available from the Company or the Group HR Managerputs in place from time to time. These Further details of these procedures do can be found in the Employee Handbook and will not form part of the Employee's contract of employmentExecutive’s service agreement. 16.2 If 32.2 The Board or the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company ListCo Board may suspend the Employee Executive from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee Executive or so long as is otherwise reasonable while any disciplinary procedure against the Employee Executive is outstanding. 16.5 32.3 During any period of suspension: a) 32.3.1 the Employee Executive shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangementarrangement (save in circumstances where during any period of suspension the Executive is unable to participate in any part of the disciplinary proceedings by reason of Incapacity, during which time he shall receive SSP in accordance with clause 18); b) 32.3.2 the Employee Executive shall remain an the Company’s employee of the Company and bound by the terms of this agreement; c) 32.3.3 the Employee Executive shall ensure that the CEO Board or the ListCo Board knows where he the Executive will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) 32.3.4 the Company Board or ListCo Board may exclude the Employee Executive from his place of work or any of any Group Company’s other premises of the Companypremises; and e) 32.3.5 the Company Board or ListCo Board may require the Employee Executive not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 26.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR ManagerFinance Department. These procedures do not form part of the Employee's contract of employment. 16.2 26.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO Chief Executive Officer in accordance with the Company's grievance procedure. 16.3 26.3 If the Employee wishes to appeal against a disciplinary decision, decision he may apply in writing to the CEO Chairman in accordance with the Company's disciplinary procedure. 16.4 26.4 The Company Board may suspend the Employee from any or all of his duties for no longer than a period of up to 30 days during any period in which the Company is necessary to investigate investigating any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 26.5 During any period of suspension: (a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; (c) the Employee shall ensure that the CEO Chief Executive Officer knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company Board may exclude the Employee from his place of work or any other premises of the Company; and (e) the Company Board may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 31.1 The Employee Executive is subject to the Company's any disciplinary and grievance procedures, copies of procedures which are available from the Company or the Group HR Managerputs in place from time to time. These Further details of these procedures do can be found in the Employee Handbook and will not form part of the EmployeeExecutive's contract of employmentservice agreement. 16.2 If 31.2 The Board or the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company ListCo Board may suspend the Employee Executive from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee Executive or so long as is otherwise reasonable while any disciplinary procedure against the Employee Executive is outstanding. 16.5 31.3 During any period of suspension: a) 31.3.1 the Employee Executive shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangementarrangement (save in circumstances where during any period of suspension the Executive is unable to participate in any part of the disciplinary proceedings by reason of Incapacity, during which time he shall receive SSP in accordance with clause 17); b) 31.3.2 the Employee Executive shall remain an the Company's employee of the Company and bound by the terms of this agreement; c) 31.3.3 the Employee Executive shall ensure that the CEO Board or the ListCo Board knows where he the Executive will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) 31.3.4 the Company Board or ListCo Board may exclude the Employee Executive from his place of work or any of any Group Company's other premises of the Companypremises; and e) 31.3.5 the Company Board or ListCo Board may require the Employee Executive not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 The Employee is subject to the Company's ’s disciplinary and grievance procedures, copies of procedures which are available from shall be notified to the Group HR ManagerEmployee. These procedures do not form part of the Employee's ’s contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO a director in accordance with the Company's ’s grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, decision he may apply in writing to the CEO of the Company in accordance with the Company's ’s disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: (a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; (c) the Employee shall ensure that the CEO Board knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company Board may exclude the Employee from his place of work or any other premises of the any Group Company; and (e) the Company Board may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 16.1. The Employee is subject to the Company's ’s disciplinary and grievance procedures, copies of procedures which are available from shall be notified to the Group HR ManagerEmployee. These procedures do not form part of the Employee's ’ s contract of employment. 16.2 16.2. If the Employee wants to raise a grievance, he may apply in writing to the CEO a director in accordance with the Company's ’ s grievance procedure. 16.3 16.3. If the Employee wishes to appeal against a disciplinary decision, decision he may apply in writing to the CEO of the Company in accordance with the Company's ’ s disciplinary procedure. 16.4 16.4. The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 16.5. During any period of suspension: (a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; (c) the Employee shall ensure that the CEO Board knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company Board may exclude the Employee from his place of work or any other premises of the any Group Company; and (e) the Company Board may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO Board in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO Board in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO Board knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 17.1 The Employee is subject to the Company's ’s disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's ’s contract of employment. 16.2 17.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's ’s grievance procedure. 16.3 17.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's ’s disciplinary procedure. 16.4 17.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 17.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 1. The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR ManagerCompany's Human Resources Department. These procedures do not form part of the Employee's contract of employment. 16.2 2. If the Employee wants to raise a grievance, he may apply in writing to the CEO Board in accordance with the Company's grievance procedure. 16.3 3. If the Employee wishes to appeal against a disciplinary decision, decision he may apply in writing to the CEO Board in accordance with the Company's disciplinary procedure. 16.4 4. The Company Board may suspend the Employee from any or all of his duties for no longer than a period of up to 30 days during any period in which the Company is necessary to investigate investigating any serious disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 5. During any period of suspension: (a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreementAgreement; (c) the Employee shall ensure that the CEO Board knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company Board may exclude the Employee from his place of work or any other premises of the Company or any Group Company; and (e) the Company Board may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company or any Group Company, other than in a purely personal capacity on matters unrelated to any Group Company or any business conducted by any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 25.1 The Employee Executive is subject to the Company's disciplinary and grievance proceduresprocedures of the Company, copies of which are available from on the Group HR ManagerCompany's intranet. These procedures do not form part of this agreement or the Employeeterms and conditions of the Executive's contract of employment. 16.2 If 25.2 The Executive should refer: (a) any appeal the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee Executive wishes to appeal make against a disciplinary decisionsanction/decision to a member of the Board (or such other person as the Company may specify from time to time); or (b) any grievance the Executive wishes to raise to a member of the Board (or such other person as the Company may specify from time to time), he may apply in writing to the CEO in accordance with the Company's disciplinary procedureand grievance procedures. 16.4 25.3 The Company may suspend the Employee Executive from any or all of his her duties for no longer than during any period in which the Company is necessary to investigate investigating any disciplinary matter involving the Employee Executive or so long as is otherwise reasonable while until the conclusion of any disciplinary procedure against the Employee is outstanding. 16.5 (including any appeal). During any period of suspension: (a) subject to Clause 11.5, the Employee shall Executive will continue to receive his basic salary Basic Salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangementway; (b) the Employee Company may suspend the Executive's access to the Company's and Group's systems and internal communications; (c) the Company may require the Executive to return temporarily any Company or Group IT equipment and communication devices (including any smartphones, tablets, laptops and hard drives); (d) the Executive shall remain an employee of the Company and bound by the terms of this agreement; c(e) the Employee Executive shall ensure that the CEO Company knows where he she will be and how he she can be contacted during each working day (except during any periods taken as holiday in the usual way); d(f) the Company may exclude the Employee Executive from his her place of work or any other premises of the Company or any Group Company; and e(g) the Company may require the Employee Executive not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company or any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 20.1 The Employee is subject to the Company's ’s disciplinary and grievance proceduresprocedures and the Company has adopted the ACAS disciplinary and grievance procedure, copies of which are available from your Line Manager or the Group HR ManagerACAS website. These procedures do not form part of the Employee's ’s contract of employment. 16.2 20.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedurehis Line Manager. 16.3 20.3 If the Employee wishes to appeal against a disciplinary decision, decision he may apply in writing to the CEO in accordance with General Manager of the Company's disciplinary procedure. 16.4 20.4 The Company may suspend the Employee from any or all of his duties for no longer than is reasonably necessary to investigate during any period in which the Company is investigating any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding, with the ability to extend the period of suspension as the Company in its absolute discretion deems necessary for the purpose of completing any such investigation or related disciplinary process. 16.5 20.5 During any period of suspension: (a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; (c) the Employee shall ensure that the CEO his Line Manager knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company may exclude the Employee from his place of work or any other premises of the Company; and (e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company or any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 26.1 The Employee Executive is subject to the Company's disciplinary and grievance proceduresprocedures of the Company, copies of which are available from on the Group HR ManagerCompany's intranet. These procedures do not form part of this agreement or the Employeeterms and conditions of the Executive's contract of employment. 16.2 If 26.2 The Executive should refer: (a) any appeal the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee Executive wishes to appeal make against a disciplinary decisionsanction/decision to a member of the Board (or such other person as the Company may specify from time to time); or (b) any grievance the Executive wishes to raise to a member of the Board (or such other person as the Company may specify from time to time), he may apply in writing to the CEO in accordance with the Company's disciplinary procedureand grievance procedures. 16.4 26.3 The Company may suspend the Employee Executive from any or all of his duties for no longer than during any period in which the Company is necessary to investigate investigating any disciplinary matter involving the Employee Executive or so long as is otherwise reasonable while until the conclusion of any disciplinary procedure against the Employee is outstanding. 16.5 (including any appeal). During any period of suspension: (a) subject to Clause 12.5, the Employee shall Executive will continue to receive his basic salary Basic Salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangementway; (b) the Employee Company may suspend the Executive's access to the Company's and Group's systems and internal communications; (c) the Company may require the Executive to return temporarily any Company or Group IT equipment and communication devices (including any smartphones, tablets, laptops and hard drives); (d) the Executive shall remain an employee of the Company and bound by the terms of this agreement; c(e) the Employee Executive shall ensure that the CEO Company knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d(f) the Company may exclude the Employee Executive from his place of work or any other premises of the Company or any Group Company; and e(g) the Company may require the Employee Executive not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company or any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 23.1 The Employee is subject to the Company's ’s disciplinary and grievance procedures, copies of which are available from the Group HR ManagerCompany’s Human Resources Department. These procedures do not form part of the Employee's ’s contract of employment. 16.2 23.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO Board in accordance with the Company's ’s grievance procedure. 16.3 23.3 If the Employee wishes to appeal against a disciplinary decision, decision he may apply in writing to the CEO Board in accordance with the Company's ’s disciplinary procedure. 16.4 23.4 The Company Board may suspend the Employee from any or all of his duties for no longer than a period of up to 30 days during any period in which the Company is necessary to investigate investigating any serious disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 23.5 During any period of suspension: (a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreementAgreement; (c) the Employee shall ensure that the CEO Board knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company Board may exclude the Employee from his place of work or any other premises of the Company or any Group Company; and (e) the Company Board may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company or any Group Company, other than in a purely personal capacity on matters unrelated to any Group Company or any business conducted by any Group Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES. 16.1 27.1 The Employee is subject to the Company's disciplinary and grievance proceduresprocedures of the Company, copies of which are available from the Group HR ManagerHR. These procedures do not form part of the Employee's contract of employmentemployment of the Employee. 16.2 27.2 If the Employee wants to raise a grievance, he she may apply in writing to the CEO do so in accordance with the grievance procedure of the Company's grievance procedure. 16.3 27.3 If the Employee wishes to appeal against a disciplinary decision, he decision she may apply in writing to the CEO do so in accordance with the disciplinary procedure of the Company's disciplinary procedure. 16.4 27.4 The Company may suspend the Employee from any or all of his her duties for no longer than a reasonable time during any period in which the Company is necessary to investigate investigating any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 27.5 During any period of suspension: (a) the Employee shall continue to receive his her basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; (b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; (c) the Employee shall ensure that the CEO her supervisor knows where he she will be and how he she can be contacted during each working day (except during any periods taken as holiday in the usual way); (d) the Company may exclude the Employee from his her place of work or any other premises of the Company or any Group Company; and; (e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company or any Group Company; (f) the Company reserves the entitlement to revoke the Employee’s access to Company email, systems and/or networks; and (g) the Company further reserves the entitlement to require the Employee to return her mobile telephone and laptop.