Introduction
Rinova Ltd has a Disciplinary Procedure that governs its contractual affairs with its employed staff. The details of this procedure, including the relevant steps, processes and provisions, are contained in the Staff Handbook that is issued to staff on the commencement of their employment, and is subject to review from time to time.
This procedure applies to all organisations within the Rinova Group. The Rinova Group comprises Rinova Ltd, Rinova Community CIC, and Rinova Malaga S.L. For the avoidance of doubt, where ‘Rinova Ltd’ is referenced, this shall be understood to also apply to Rinova Community CIC, Rinova Malaga S.L. and any other entities established by Rinova Ltd. In situations where our procedure and the codes or statutes of labour codes in, for instance, other countries are not aligned, the provisions of those codes are statutes normally take precedence.
Aim and Provisions
The aim of our disciplinary rules and procedures is to encourage improvement in individual conduct or performance. The detailed policy contains relevant provisions and arrangements relating to:
- Investigation Process Before any disciplinary hearing takes place, we will carry out a reasonable investigation to establish the facts of the case.
- Notification of Disciplinary Hearing
- Rules Covering Unsatisfactory Conduct and Misconduct
- Serious Misconduct
- Gross Misconduct
Disciplinary Action
In all cases warnings will be issued for misconduct, irrespective of the precise matters concerned, and any further breach of the rules in relation to similar or entirely independent matters of misconduct will be treated as further disciplinary matters and allow the continuation of the disciplinary process through to dismissal if the warnings are not heeded.
A written warning will normally be disregarded for disciplinary purposes after a twelve-month period.
A final written warning will normally be disregarded for disciplinary purposes after an eighteen-month period.
Right of Appeal
Grounds for appeal may include:
- A failure to follow the disciplinary procedure
- The decision was not supported by the evidence
- The penalty was too severe
- New evidence has come to light
Reasonable Adjustments
In the case where an employee has a disability, consideration of what reasonable adjustments may be needed will be made to ensure full participation in the disciplinary process. This may include adjustments to the hearing format, timing, location, or providing additional support.
Enquiries concerning the disciplinary, grievance and other personnel policies that apply to the staff at Rinova Ltd should be directed to Monica Aroma, Finance and Compliance Manager at m.aroma@rinova.co.uk
Date Created: 01/12/2015
Last Review: 01/09/2025
Next Review: 01/09/2026
This policy has been reviewed and approved by the Board of Rinova Ltd. Richard Parkes, Chair and Director.