31. Disciplinary Procedure.
31.1. At Architecture North Ltd, we are committed to maintaining a positive working environment and promoting responsible conduct among our employees. Our Disciplinary Procedures are in place to address and resolve any misconduct or breaches of company policies in a fair and consistent manner.
31.2. These procedures apply to all employees of Architecture North Ltd and cover various disciplinary issues, including but not limited to, misconduct, policy violations, and breaches of conduct.
31.3. We will conduct disciplinary proceedings with fairness, transparency, and impartiality.
31.4. Disciplinary matters will be addressed promptly, with due consideration to all parties involved.
31.5. We will strive for consistency in our approach to discipline, taking into account the specific circumstances of each case.
31.6. When a disciplinary matter arises, a thorough investigation will be conducted.
31.7. The investigation will:
(a). Gather all relevant facts and evidence.
(b). Interview the employee involved and any witnesses.
(c). Document findings and prepare a report.
31.8. Following the investigation, we will proceed with disciplinary action, a disciplinary meeting will be arranged.
31.9. The employee will receive written notice of the meeting, including details of the alleged misconduct and the potential consequences.
31.10. The employee will have the opportunity to present their side of the story. They may be accompanied by a colleague or union representative.
31.10.1. The meeting will be chaired by a manager or HR representative.
31.10.2. The employee will be informed of the possible outcomes.
31.11. Following the disciplinary meeting, a decision will be reached based on the evidence and the employee's response.
31.12. Possible outcomes may include:
(a) No further action.
(b) A written warning.
(c) A final written warning.
(d) Suspension with or without pay.
(e) Termination of employment.
31.13. If the employee disagrees with the disciplinary decision, they have the right to appeal. The appeal process will be outlined in the decision letter.
31.14. If a written warning or suspension is issued, the employee's conduct will be closely monitored. Additional support or training may be provided to help the employee improve their conduct.
31.15. In cases where termination of employment is deemed necessary, the employee will receive written notice of termination and details of the final pay and any benefits they are entitled to.
31.16. Our Disciplinary Procedures are designed to maintain a fair and respectful workplace. We believe in the importance of addressing misconduct promptly and fairly while providing employees with an opportunity to learn from their mistakes and improve their conduct.
31.17. By adhering to these procedures, we aim to promote a harmonious working environment for all.

32. Disciplinary Appeal Procedure.
32.1. At Architecture North Ltd, we are committed to maintaining a fair and consistent approach to disciplinary matters.
32.2. Our Disciplinary Appeal Procedures are designed to provide employees with a formal process to appeal disciplinary decisions they believe to be unfair or disproportionate.
32.3. These procedures apply to all employees of Architecture North Ltd who wish to appeal a disciplinary decision made against them.
32.4. We will conduct disciplinary appeal proceedings with fairness, impartiality, and transparency.
33.5. Disciplinary appeals will be addressed promptly, taking into account the complexities of each case.
33.6. We will strive to ensure that disciplinary appeal outcomes are consistent and aligned with our disciplinary policy.
33.7. An employee wishing to appeal a disciplinary decision must submit a written appeal request to the HR department within 5 working days of receiving the decision.
33.8. The appeal request should include:
(a) Details of the disciplinary decision being appealed.
(b) Grounds for the appeal.
(c) Any supporting evidence or documentation.
33.9. An Appeal Review Panel will be convened to consider the appeal.
33.10. The panel may consist of HR representatives, managers, and relevant experts as necessary.
33.11. No member of the panel should have been directly involved in the original disciplinary decision.
33.12. The employee appealing the decision will be invited to attend an appeal meeting with the Appeal Review Panel.
33.13. The employee may be accompanied by a colleague or union representative.
33.14. The employee will present their case and provide any additional evidence.
(a) The Appeal Review Panel may ask questions and seek clarification.
33.15. A representative from HR will be present to record the proceedings.
33.16. Following the appeal meeting, the Appeal Review Panel will deliberate and make a decision.
33.17. Possible outcomes include:
33.17.1. Upholding the original disciplinary decision.
33.17.2. Overturning the original disciplinary decision.
33.17.3. Modifying the original disciplinary decision.
33.18. The employee will receive a written notification of the appeal decision, along with the rationale for the decision. This notification will be sent within 10 working days of the appeal meeting.
33.19. If the employee remains dissatisfied with the outcome of the appeal, they may have the right to escalate the matter further, following the relevant policies or statutory procedures.
33.20. The decision reached through the disciplinary appeal process will be implemented promptly.
33.21. If the appeal results in a modification of the original disciplinary decision, necessary actions will be taken accordingly.
33.22. Our Disciplinary Appeal Procedures aim to provide employees with a formal avenue to challenge disciplinary decisions they consider unfair or disproportionate.
33.23. We are committed to conducting disciplinary appeals fairly and ensuring that employees have the opportunity to present their case and seek resolution through the appeal process.