DISCIPLINARY INQUIRY Clause Samples
POPULAR SAMPLE Copied 3 times
DISCIPLINARY INQUIRY. To ensure that the above policy is effective, it is essential that disciplinary action be taken against offenders. Since sexual harassment is a form of misconduct, an appropriate verbal or written disciplinary inquiry will be conducted before any disciplinary action is imposed against the accused employee. Depending on the seriousness of the offence, the disciplinary punishment imposed can range from a written warning to the dismissal of the guilty party from employment. Please note that individuals who are found to make a deliberate false claim of harassment may also be liable for disciplinary action.
DISCIPLINARY INQUIRY. 3.5.1 Appointment of a chairperson for a disciplinary hearing The employer shall appoint a chairperson for a disciplinary hearing to conduct the formal disciplinary inquiry.
3.5.2 Time and place of inquiry The chairperson, in consultation with the employer, shall determine the time and place of the disciplinary inquiry and the employer shall give the employee and the trade union concerned at least 2 days’ notice in writing thereof.
3.5.3 Informing the employee of his rights In the notice referred to in paragraph (b) above, the employee shall also be informed that he has the following rights during the disciplinary inquiry:
(i) the right to be present at the inquiry;
(ii) the right to be assisted or represented by a trade union official, trade union representative or a fellow employee;
(iii) the right to be heard;
(iv) the right to call witnesses;
(v) the rights to cross-examine any person called as a witness in support of the charge;
(vi) the right to have access to documents produced in evidence;
(vii) the attendance of an interpreter, if necessary.
DISCIPLINARY INQUIRY. To ensure that the above policy is effective, it is essential that disciplinary action be taken against offenders. Since sexual harassment is a form of misconduct, an appropriate verbal or written disciplinary inquiry will be conducted before any disciplinary action is imposed against the accused employee. Depending on the seriousness of the offence, the disciplinary punishment imposed can range from a written warning to the dismissal of the guilty party from employment. Please note that individuals who are found to make a deliberate false claim of harassment may also be liable for disciplinary action. MEMORANDUM OF AGREEMENT BETWEEN SCBA AND SBEU ON WEEK-END (SUNDAY) BANKING It is hereby agreed between Sarawak Commercial Banks’ Association (SCBA) and Sarawak Bank Employees’ Union (SBEU) that Member Banks, may at their discretion and in accordance with operational needs, introduce Week-End Banking (Sunday) Service subject to terms and conditions as follow:-