GRIEVANCE AND DISCIPLINARY PROCEDURE. If at any time the Director considers that he has a grievance arising out of his employment or if he is dissatisfied with any disciplinary decision affecting him, he should first attempt to resolve this by discussion with the Chairman or other appropriate Executive Director of Rio Tinto. Subject thereto the matter may be referred for determination to the Boards of Rio Tinto either through the non-executive directors of Rio Tinto or direct.
GRIEVANCE AND DISCIPLINARY PROCEDURE. 20.1 In the event of the Executive wishing to seek redress of any grievance relating to his employment he should lay his grievance before the Board or the board of directors of the parent company of any group of which the Company is a member from time to time (in this Clause 20, “Ultimate Board”) in writing, who will afford the Executive the opportunity of a full hearing before the board or a committee of the board or the Ultimate Board (as appropriate) whose decision on such grievance shall be final and binding.
20.2 The Company’s usual disciplinary procedures do not apply to the Executive save that a dismissal will not qualify as: (i) one for material poor performance or misconduct reasons; or (ii) one under Clause 17.1 where the relevant sub-clause relied on is Clause 17.1(B) or Clause 17.1(L) (and then only where the relevant sub-clause in the Services Memorandum is clause 3.4(d)), for the purposes of Clauses 16.1(B) or 16.2(B) unless the Company carries out in relation to such a dismissal a fair disciplinary procedure in line with the ACAS Code of Practice on Disciplinary and Grievance Procedures.
20.3 In the event that any disciplinary action is to be taken against the Executive (including in the circumstances set out in Clause 20.2), any hearing in respect thereof will be conducted by such director of the Company or the parent company of any group of which the Company is a member from time to time as the Board or the Ultimate Board may in its reasonable discretion nominate If the Executive seeks to appeal against any disciplinary action taken against him he should do so to the Ultimate Board submitting full written grounds for his appeal to the Chairman of the Ultimate Board within 7 days of the action appealed against. The decision of the Ultimate Board or a delegated committee thereof shall be final and binding. For the avoidance of doubt, the Executive has no contractual right to either a disciplinary hearing or appeal save as set out in Clause 20.2.
20.4 The Company may in its absolute discretion suspend the Executive from some or all of his duties (and if applicable, from the Board) and/or require him to remain away from work during any investigation conducted into an allegation relating to the Executive’s conduct or performance. During such period, the Executive’s salary will continue to be paid and he will continue to be entitled to all benefits provided to him, including participating in any relevant bonus or share option schemes subject alw...
GRIEVANCE AND DISCIPLINARY PROCEDURE. Given your seniority, the Company will adopt a reasonable and flexible procedure regarding issues of grievance and discipline.
GRIEVANCE AND DISCIPLINARY PROCEDURE. Details of the Company's current applicable procedures are set out in the Company's Grievance and Disciplinary Procedures, which are available from the Group Personnel Director. These procedures apply to the Executive's employment, but do not form part of his contract of employment.
GRIEVANCE AND DISCIPLINARY PROCEDURE. 14.1 The Company's Grievance Policy and Disciplinary Procedure can be obtained from the Company’s website or by email to the Employee’s Quest Pay Solutions Consultant.
14.2 If the Employee wishes to appeal against a disciplinary decision they may apply in writing to their Quest Pay Solutions Consultant in accordance with the Company’s Disciplinary Procedure.
14.3 The Company reserves the right to suspend the Employee with pay for no longer than is necessary to investigate any allegation of misconduct against them or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding.
14.4 If the Employee wishes to raise a grievance they may apply in writing to their Quest Pay Solutions Consultant in accordance with the Company’s grievance procedure.
GRIEVANCE AND DISCIPLINARY PROCEDURE. (a) If the Executive wishes to seek redress of any grievance relating to his employment (other than one relating to a disciplinary decision) he should refer such grievance to the Board.
(b) The Company's disciplinary procedures from time to time in force shall apply to the Executive.
GRIEVANCE AND DISCIPLINARY PROCEDURE. 20.1 The Executive is referred to the disciplinary and appeals procedure normally operated by the Company from time to time which is available from the [Company Secretary].
20.2 There are no special disciplinary rules applicable to the Executive although regard will be had to any Company or Group Company’s procedures in place from time to time which will be made available by the Board but which for the avoidance of doubt shall not be incorporated into the Executive’s contract of employment by this reference.
20.3 The provisions of the Company’s disciplinary and appeals procedure are not contracted upon the Executive or the Company. They are intended merely as guidelines which may be helpful in particular circumstances.
20.4 The Company reserves the right to leave out all or any stages of the disciplinary and appeals procedure where it considers this appropriate.
20.5 The Company reserves the right to change any of the provisions of the disciplinary/appeals procedure (or substituted procedure) where it is considered appropriate.
20.6 If the Executive is dissatisfied with any disciplinary procedure relating to him he should apply in writing to the Board of Directors of the Company within five working days on the date on which he is notified of the disciplinary decision with which he disagrees.
20.7 If the Executive has a grievance relating to his employment he should, in the first instance, speak to one of the executive directors on the Board. If the grievance is not then resolved to his satisfaction, he should refer to the grievance procedure which is available from the [Company Secretary].
20.8 The Company may change any of the provisions of the grievance procedure or of a substituted procedure by amendment, additional deletion or by substitution of the new rules or procedures from time to time at its discretion.
20.9 The provisions of the grievance procedure are not contractually binding upon the Executive or on the Company. They are merely intended as guidelines which may be helpful in particular circumstances.
20.10 The Company reserves the right to suspend the Executive for the purposes of investigating any allegation of misconduct or breach of this Agreement. The period of such suspension shall not normally exceed one month and whilst suspended the Executive shall continue to be entitled to his salary and all other contractual benefits. During any period of suspension pursuant to this clause the Executive shall not, except with the prior written conse...
GRIEVANCE AND DISCIPLINARY PROCEDURE. 19.1 The Executive is referred to the disciplinary and appeals procedure normally operated by the Company from time to time which is available from the Company Secretary.
19.2 The provisions of the Company’s disciplinary and appeals procedure are not contractual. The Company may change any of the provisions of the grievance procedure or of a substituted procedure by amendment, additional deletion or by substitution of the new rules or procedures from time to time at its discretion.
19.3 If the Executive is dissatisfied with any disciplinary procedure relating to him he should apply in writing to the Company’s Chairman within five working days on the date on which he is notified of the disciplinary decision with which he disagrees.
19.4 If the Executive has a grievance relating to his employment he should, in the first instance, speak to the Company’s Chief Executive Officer. If the grievance is not then resolved to his satisfaction, he should refer to the grievance procedure which is available from the Company Secretary.
19.5 The Company reserves the right to suspend the Executive on full pay for the purposes of investigating any allegation of misconduct or breach of this Agreement. During any period of suspension pursuant to this clause the Executive shall not, except with the prior written consent of the Company attend any premises of the Company or any Associated Company, conduct any business on behalf of the Company or any Associated Company or contact any employee or customer of the Company or any Group Company.
GRIEVANCE AND DISCIPLINARY PROCEDURE. 14.1 The CEO shall refer any grievance about his employment hereunder in writing to the Board.
14.2 All disciplinary matters relating to the CEO will be dealt with by the Board. In considering any such matters, the Board will ensure that any matters of concern will be brought to the CEO’s attention and an opportunity given for an explanation before any decision is made as to the form (if any) of disciplinary action to be applied.
GRIEVANCE AND DISCIPLINARY PROCEDURE. The Executive shall refer any grievance about his employment under this Agreement to the Chairman of the Board by giving written notice and the reference will be dealt with by a majority present at the next meeting of the Board at which all the directors of the Company are present whose decision shall be final.
