UNDERSTANDING THE conduct code
Formal disciplinary action will always be notified in writing. Line managers will deal with minor breaches by way of a ticking off, as soon as possible but out of the hearing of others. Each case will be treated on it's own merits with disciplinary action being taken as appropriate to the seriousness of the issue. The three types of penalties are outlined below.

Reprimand

A record will be kept for a period of one year.

Serious Warning

A record will be kept for 2 years, or 5 years in cases of dishonesty. A serious warning can also be accompanied by either of the following:

  • Suspension without pay for 1-3 days

  • Disciplinary transfer to another job within the manager's area of authority
Major Offence (Dismissal or action just short of it dismissal)

Only one of the following can be applied; but exceptionally in the case of suspended dismissal another penalty may be attached.

  • Suspended dismissal - the period should be clearly specified in the range of 3 months to 2 years, with it clearly set out that any further serious breach of the conduct code during that time could automatically result in dismissal. The normal procedures would apply in establishing whether any further breach had occurred, and the individual would be given clear notice in the subsequent call to a discipline hearing that dismissal was a possibility.

  • Reduction in pay - this means reducing pay to it's position before the most recent increment or annual review. Reduction in pay may lead to a loss of earnings and pension entitlement and full account should be taken of any personal hardship before it is imposed

  • Downgrading - this should be reserved for the most serious cases not involving dismissal.

  • Deferment of step pay - this involves loss of earnings and may involve loss of pension entitlement and full account should be taken of any personal hardship before it is imposed.

  • Disciplinary transfer to a job outside the manager's area of control - this should only be considered where it is clearly necessary in the interests of Royal Mail, the individual or other employees. Disciplinary transfer may lead to loss of earnings and pension entitlement and full account should be taken of any personal hardship before it is imposed

  • Dismissal without notice - except in the case of proven gross misconduct dismissal will always be with notice. Where there is just cause the requirement to work notice may be waived

  • Dismissal without statutory notice - Summary dismissal

Where someone remains in employment following a major offence a record will be kept for 2 years (5 years if dishonesty)