Decision details

The Secretary to the Employer’s Side submitted a report following a review of the Council’s Disciplinary Policy, which had been last reviewed in 2009.  The Secretary to the Employer’s Side explained that the policy had been updated in line with the Council’s Anti-Fraud and Anti-Corruption Strategy and best practice.  Some types of misconduct had also been added (i.e. inappropriate use of social media and instant messenger systems).

In response to a query from Councillor J Ranger, the Secretary to the Employer’s Side provided clarification of paragraph 12.5.4 (Role of the Companion or Representative).  Councillor A Jackson suggested that the representative should either be certified by UNISON or from UNISON (Region).  He suggested that the wording should be modified to reflect this.  This was supported.

Councillor Ranger suggested that the last bullet point under 8 (Acts of Misconduct) should be amended by the inclusion of “deliberate sabotaging” as anyone could mistakenly introduce a virus into the system.  This was supported.

In response to a query from Councillor A Jackson, the Secretary to the Employer’s Side explained the process involved in updating reports.

Councillor M Alexander referred to actions which might be gross misconduct including driving with an excess of penalty points.  The Secretary to the Employer’s Side explained that this could be processed in terms of managing performance in that they would not be able to perform their role or through the disciplinary process.

The Panel supported the report, as now amended.

RECOMMENDED – that the Policy, as set out in Essential Reference Paper “B” of the report submitted, and now amended, be approved.