The purpose of this procedure is to

• Clarify the rights and responsibilities of The DLTC Committee, Members and Employees

• Ensure fair treatment and a common approach to all and

• Establish order in a disciplinary situation

Principles

The principles of the procedure are as follows:

• No decision will be taken until a case has been fully investigated.

• At every stage of the procedure, you will be advised of the nature of the complaint and will be given the opportunity to state you case before any decision is taken. You will be sent a letter setting out the nature of the complaint.  The letter will invite you to attend a hearing.  Before the meeting takes place, you will be informed of the results of the investigation into the issue in sufficient time to give you a reasonable opportunity to consider the information.

• You will have the right of appeal against any decision made.

• DLTC reserves the right to go to any stage of the procedure at any time during this matter.

Examples of conduct/behaviour triggering this procedure

Examples of conduct and /or behaviour that will normally lead to action include, but are not restricted to:

• Use of foul or abusive language (whether verbal or written)

• Failing to comply with specific and reasonable instructions

• Failing to comply with policies, procedures, rules and working practices

• Showing an intransigent or negative attitude towards committee, members or employees

• Breach of health and safety requirements

• Any form of bullying, harassment and/or breach of DLTC equal opportunities and diversity policy, including but not limited to bullying, harassment and/or discrimination against an employee, contractor, member or committee member. Serious and/or repeated harassment, bullying and/or discrimination is regarded as gross misconduct

• Any dissatisfaction reasonably expressed by a member, employee or committee member

• Careless use of equipment or furniture

• Unruly or unreasonable behaviour either in or outside DLTC if it affects or could reasonably be believed to affect DLTC’s reputation

Procedure

Initial Steps

In general, prior to commencing further action:

• If the concern relates to a complaint/grievance, a member of the committee will discuss the complaint with you and work out a solution for both parties. If this cannot be resolved verbally and investigation will take place

Investigation

Where an investigation is necessary generally you will be informed in writing of the nature of the complaint against you.  You will be given the opportunity (normally at a meeting with the investigator(s) to put forward your version of events.

DLTC will expect to receive full co-operation in any investigation including written statements (on request) from any person with relevant knowledge of the matters under investigation.

Suspension

DLTC reserves the right to suspend any member or employee whilst any investigation is conducted and/or pending the outcome of any action.  Such suspension is not to be regarded as a form of disciplinary action and carries not inference of guilt.

Invitation to a meeting

If following the investigation, as appropriate, there are sufficient grounds for DLTC to contemplate taking further action, DLTC will send you a written statement setting out the nature of the complaint against you.  You will be invited to a meeting, and you will be sent information and/or documentation whether gathered as part of the investigation or otherwise on which the allegation is based.  On receipt of this letter, you should read the documentation enclosed with the letter carefully, prepare you case the for the meeting, and consider whether there is any other evidence you would like to produce at this stage.  If you wish to produce any written evidence, you should where possible provide this to DLTC prior to the meeting.  You will be given reasonable opportunity to consider your response to the allegation(s) against you prior to the disciplinary meeting.

 

 

Right to be accompanied

You have a right, if you wish, to make a reasonable request that a fellow member/employee accompany you to the meeting.  Your companion will be permitted to address the meeting and confer with you during the meeting but is not there to answer questions on your behalf.  It is your responsibility to ensure that your chosen companion is willing to act as such.

At the meeting

In all cases the meeting will be held by 2 members of the committee.  At the meeting the complaint/issues and any relevant information related to the matter, including information gather as part of any investigation will be put to you for your comment and explanation.  You will have the opportunity to put your side of the case, produce any documentation and offer any explanation and/or mitigating circumstances relevant to the allegation.  Upon considering your explanation the committee members will decide whether to proceed further.  Minutes will be taken of the meeting.  Normally, the meeting will be adjourned for a decision to be made.  The decision will be communicated to you and confirmed in writing.  You will also be notified of your right to appeal against this decision.

Outcome actions following meeting

• Verbal Warning

• Written Warning

• Ask for resignation or revoke membership from the club