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It sets fairness and consistency expectations, requiring prompt but thorough investigation and evidence-based decisions. The policy clarifies eligibility and coverage, including probation considerations, agency or consultant arrangements, and alignment with separate sickness, wellbeing and substance abuse policies. It outlines key principles for HR Business Partner involvement, written allegation notification, hearing rights, confidentiality and disciplinary records, criminal allegation handling, escalation, and appeals.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/global-disciplinary-policy-and-procedures-disciplinary-and-misconduct-management/279981/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/global-disciplinary-policy-and-procedures-disciplinary-and-misconduct-management/279981.png","ImageObject",442,249,{"name":88,"@type":89},"Aria Callaghan","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-27","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":20},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the aim of the Global Disciplinary Policy and Procedures?","Question",{"text":108,"@type":109},"To ensure employees are treated fairly and consistently regarding unsatisfactory performance and conduct, and to define what action may be taken based on the evidence available.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"When can disciplinary action be taken against an employee?",{"text":113,"@type":109},"Disciplinary action is not taken unless the case has been investigated or evidence is available.",{"name":115,"@type":106,"acceptedAnswer":116},"How are employees informed about allegations before decisions are made?",{"text":117,"@type":109},"Employees are advised in writing of the nature of the allegation and are given the opportunity to state their case at a disciplinary hearing; email may be used initially, followed by a formal letter.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},279981,1790017987,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":20,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":47},962084926284,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Global Disciplinary Policy and Procedures  \nContents  \n1.0 Introduction ...................................................................................................... 3  \n2.0 Scope and definitions ...................................................................................... 3  \n3.0 Principles ......................................................................................................... 4  \n4.0 Definitions of misconduct ................................................................................. 5  \n5.0 Confidentiality and disciplinary records............................................................ 6  \n6.0 Criminal allegations ......................................................................................... 6  \n7.0 UK informal procedures ................................................................................... 7  \n8.0 UK formal procedure........................................................................................ 8  \n9.0 Disciplinary penalties ..................................................................................... 10  \n10.0 Escalation of disciplinary procedures............................................................. 12  \n11.0 Appeals .......................................................................................................... 12  \n1.0 Introduction  \n1.1 Sightsavers, through good management practice, its employment policies and employee development , aims to help and encourage employees to achieve and maintain high standards of performance, conduct and behaviour, and aims to encourage improvement in these areas at all times. However, in the event that misconduct or unsatisfactory performance occurs that requires action, the Global Disciplinary Policy and Procedures are to be followed.  \n1.2 The aim of the Global Disciplinary Policy and Procedures is to ensure all employees are treated fairly and consistently in relation to cases of unsatisfactory performance, conduct and any action that may be taken as a result. While all cases should be dealt with as promptly as possible, thoroughness is also important to ensure the most appropriate course of action is taken in the light of all available evidence.  \n1.3 It is the responsibility of the Human Resources Business Partners to monitor and review the procedures to ensure they are fully effective and consistently applied across Sightsavers.  \n2.0 Scope and definitions  \n2.1 This policy and related procedures normally applies to all employees who have completed their probationary period. For employees in their probationary period, any issues will be covered in the standard probationary  \nconduct/performance reviews referenced in their contract. For agency workers and self-employed consultants, all arrangements are covered in the terms and conditions of their agreement with Sightsavers.  \n2.2 This policy should be used to deal with misconduct, behaviour and performance concerns.  \n2.3 Genuine cases of illness and other issues with sickness absence should  \nnormally be dealt with under the Global Sickness, Health and Wellbeing Policy.  \n2.4 Where matters relate to drug or alcohol abuse, reference should normally be made in the first instance to the Global Alcohol and Substance Abuse Policy.  \n2.5 For locations outside the UK, any local employment law requirements in relation to disciplinary proceedings, over and above this policy and procedure, should also be applied. If in doubt, seek advice from your HR Business Partner.  \n2.6 Definitions:  \n‘Days’ means any working days for the specific country in which an employee works or day that an employee is carrying out work on behalf of Sightsavers.  \n‘Line manager’ means the immediate manager of the employee. In these procedures sometimes it may be appropriate for an alternative manager to actin their place.  \n3.0 Principles  \n3.1 Whenever a potential disciplinary matter arises, the line manager will immediately contact the HR Business Partner for","cbCainnMT0BxhDEn","https://ap.wps.com/l/cbCainnMT0BxhDEn","pdf",98553,13,"English","# Introduction\n## Aim and responsibilities\n# Scope and definitions\n## Eligibility and related policies\n# Principles\n## Investigation and hearing process\n# Definitions of misconduct\n## Minor shortcomings","[{\"question\":\"What is the aim of the Global Disciplinary Policy and Procedures?\",\"answer\":\"To ensure employees are treated fairly and consistently regarding unsatisfactory performance and conduct, and to define what action may be taken based on the evidence available.\"},{\"question\":\"When can disciplinary action be taken against an employee?\",\"answer\":\"Disciplinary action is not taken unless the case has been investigated or evidence is available.\"},{\"question\":\"How are employees informed about allegations before decisions are made?\",\"answer\":\"Employees are advised in writing of the nature of the allegation and are given the opportunity to state their case at a disciplinary hearing; email may be used initially, followed by a formal letter.\"}]","Global Disciplinary Policy and Procedures - Disciplinary and misconduct management | PDF",1789531493]