Common use of Summary Dismissal Gross industrial Misconduct Clause in Contracts

Summary Dismissal Gross industrial Misconduct. ‌ Gross Misconduct is any action by employees that was a fundamental breach of their contract of employment or was materially adverse to the interests of the employer and will render the employee liable to summary dismissal (i.e. dismissal without warning, notice or pay in lieu of notice). Such dismissal should only occur after a full hearing in accordance with this procedure and it would be normal in cases of suspected Gross Misconduct to suspend the employee on full pay pending the hearing. Gross Misconduct includes, but is not limited to, the examples given in the following list: • Actions likely to bring the employer into serious disrepute. • Assault or threatening behaviour. • Clocking another employee’s card. • Deliberate release of confidential information on processes, patents, company inventions, etc to unauthorised persons. • Incapability, brought about by use of illegal drugs or alcohol. • Introduction, possession or use of illegal drugs or alcohol on site. • Leaving site without permission and without clocking out. • Reckless or grossly inferior workmanship. • Refusal to carry out a reasonable working instruction. • Serious bullying or harassment, including racial abuse. • Serious insubordination. • Serious negligence which causes, or might cause, unacceptable loss, damage or injury. • Theft or fraud, including wilful falsification of records, eg. time sheets, clock cards, application forms or bonus calculation records. • Wilful or reckless damage to property. • Wilful or reckless non-compliance with safety legislation and safety regulations, including regulations issued by clients. • Wilful neglect of work (eg. sleeping during working hours). • Wilful misuse of the property of the employer, the client or others. • Other matters specifically determined at site level and which are either set out in the employer’s. or the client’s rules and regulations.

Summary Dismissal Gross industrial Misconduct. ‌ Gross Misconduct is any action by employees that was a fundamental breach of their contract of employment or was materially adverse to the interests of the employer and will render the employee liable to summary dismissal (i.e. dismissal without warning, notice or pay in lieu of notice). Such dismissal should only occur after a full hearing in accordance with this procedure and it would be normal in cases of suspected Gross Misconduct to suspend the employee on full pay pending the hearing. Gross Misconduct includes, but is not limited to, the examples given in the following list: • Actions likely to bring the employer into serious disrepute. • Assault or threatening behaviour. • Clocking another employee’s card. • Deliberate release of confidential information on processes, patents, company inventions, etc to unauthorised persons. • Incapability, brought about by use of illegal drugs or alcohol. • Introduction, possession or use of illegal drugs or alcohol on site. • Leaving site without permission and without clocking out. • Reckless or grossly inferior workmanship. • Refusal to carry out a reasonable working instruction. • Serious bullying or harassment, including racial abuse. • Serious insubordination. • Serious negligence which causes, or might cause, unacceptable loss, damage or injury. • Theft or fraud, including wilful falsification of records, eg. time sheets, clock cards, application forms or bonus calculation records. • Wilful or reckless damage to property. • Wilful or reckless non-compliance with safety legislation and safety regulations, including regulations issued by clients. • Wilful neglect of work (eg. sleeping during working hours). • Wilful misuse of the property of the employer, the client or others. • Other matters specifically determined at site level and which are either set out in the employer’s. or the client’s rules and regulations.