Issue - meetings

Purpose of Report

To request that the Executive approve the proposed revisions to the Disciplinary Policy, Code of Conduct Policy and Dignity at Work Policy.

Decision

That the proposed changes to the Disciplinary Policy, Code of Conduct Policy and Dignity at Work Policy be approved, subject to section 12.5 of the Disciplinary Policy being amended to reflect that there should only be provisions to award a lower sanction and a presiding officer should not be able to award a higher sanction in respect of appeals against sanctions.

Alternative Options Considered and Rejected

None.

Reasons for Decision

The Council’s Human Resources team was required to continually review and streamline the Council’s policies and procedures as and when required. The Council’s Disciplinary Policy, Code of Conduct Policy and Dignity at Work Policy had recently been reviewed and a number of changes were proposed to ensure that they were clear, fit for purpose and legally compliant.

The areas of each Policy where changes were proposed were specified in the report at paragraphs 4.1, 4.2 and 4.3.

Informal joint Human Resources and Trade Union meetings and the City of Lincoln Council and Employee Joint Consultative Committee had been used to seek the views of Trade Unions on the proposed changes. Comments from the meeting of the Joint Consultative Committee were set out at paragraphs 6.4 and 6.5 of the report.

With regard to the Disciplinary Policy, Trade Unions had challenged the following proposed changes:

·         sections 11.9 and 11.10 of the proposed policy related to oral warnings, which they felt should remain on an employee’s record for three months as opposed to six months;

·         section 12.5 and appeals against sanctions. Trade Unions were of the opinion that there should only be provisions to award a lower sanction and a presiding officer should not be able to award a higher sanction, which Trade Unions felt could be perceived as a threat and therefore discourage people to proceed with an appeal.

Discussion ensued on both of these points and the Executive supported the proposal to retain an oral warning on an employee’s record for a period of six months rather than three months. Members concurred with the Trade Unions in respect of appeals against sanctions and agreed that the Disciplinary Policy should only include provisions to award a lower sanction rather than provide presiding officers with an option to award a higher sanction, which they felt would act as a disincentive to staff in going through with an appeal.