Grievance & Disciplinary Procedures

GRIEVANCE AND DISCIPLINARY PROCEDURES Employer name​ — effective Policy effective date

These procedures follow the Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000), issued under the Industrial Relations Act 1990. The Workplace Relations Commission ("WRC") and the Labour Court have regard to this Code when assessing whether an employer followed fair procedures; failure to do so is close to fatal to an employer's defence in a claim under the Unfair Dismissals Acts 1977–2015.

PART A — GRIEVANCE PROCEDURE

1. RAISING A GRIEVANCE 1.1. Grievances should be raised in writing with: Grievances submitted to​. 1.2. A response / meeting will normally be arranged within Grievance meeting/response within (days)​ days.

2. STAGES 2.1. Grievance process stages​

3. RIGHT TO REPRESENTATION 3.1. Right to be accompanied (grievance)​

4. APPEAL 4.1. If not satisfied with the outcome, the employee may appeal to: Grievance appeal heard by​.

PART B — DISCIPLINARY PROCEDURE

5. STAGES 5.1. Disciplinary process stages​ 5.2. At every stage, the employee is entitled to know the details of the allegation, to respond to it, to be accompanied, and to a decision made by an impartial decision-maker (the principles of natural justice).

6. SANCTIONS 6.1. Possible outcomes: Possible disciplinary sanctions​. 6.2. A warning normally remains active on the employee's record for Warning validity period (months)​ months.

7. APPEAL 7.1. An employee may appeal any disciplinary outcome. Appeals are heard by Disciplinary appeal heard by​, who was not involved in the original decision, wherever reasonably practicable.

8. WRC CODE OF PRACTICE 8.1. Failure to follow a fair process broadly consistent with S.I. No. 146/2000 may result in a finding of unfair dismissal, additional compensation, or both. Free, confidential guidance is available from the WRC at workplacerelations.ie.

SIGNATURES On behalf of Employer name​ ______________