During suspension, you are not entitled to access any of Byron’s premises without prior agreement or permission from your manager, nor should you make contact with any other member of the organisation’s staff, guests, clients or agents (other than to seek advice from your union representative) without prior permission from your manager. Suspension should not be taken as disciplinary action or as any indication that disciplinary action will necessarily be taken. 12.5 DISCIPLINARY MEETINGS Disciplinary meetings will be confirmed to you in writing, identifying the nature of the allegations or issues in question along with the possible outcome. Disciplinary meetings will be conducted by your manager or someone in a similar position.They will normally be accompanied by a note taker or HR representative. 12.6 RIGHTTO BE ACCOMPANIED You may if you want to have a colleague accompany you to any disciplinary or appeal meeting. However, you will be expected to speak for yourself and answer questions put to you.The colleague will be permitted to take notes only. 31 12.MANAGINGCONDUCT,CAPABILITYANDPERFORMANCE 12.1 DEALINGWITH SERIOUS AND MINOR MISCONDUCT AND POOR PERFORMANCE Where there are any problems with your conduct, your performance or if your behaviour is falling short of requirements, your manager may have an informal discussion with you to try and resolve the matter. If we think an informal discussion is inappropriate, or it’s failed to get the necessary improvement, then we may apply a formal disciplinary procedure. Poor conduct, behaviour or performance and any breach of company standards, policies and procedures could all lead to a formal disciplinary hearing. The reason for disciplinary action is to highlight the seriousness of shortcomings in your conduct, performance or behaviour and to encourage you to get better.You should be aware that if you receive a warning, your job is at risk if you do not correct the areas/issues identified. 12.2 PRINCIPLES OFTHE DISCIPLINARY PROCEDURE The following principles will generally be applied to disciplinary matters: •  No disciplinary action will be taken until the matter has been investigated •  You will be advised in writing of the nature of the complaint against you and given an opportunity to put your side of the matter before a decision is made • You will have the right to appeal against any decision made •  The level of the disciplinary action taken will depend on the circumstances and the seriousness of the issues • Disciplinary decisions will be confirmed in writing 12.3 INVESTIGATION MEETINGS For more serious allegations of misconduct, you may be invited to an investigation meeting.This is a fact-finding meeting that is held by an investigation manager. Following the meeting, they may decide that no further action should be taken. In the event that they decided that disciplinary action is appropriate, your disciplinary hearing would be heard by an independent manager who was not involved with the investigation. 12.4 SUSPENSION If there has been an allegation of gross misconduct, Byron reserves the right to suspend you on full pay pending further investigations.You may be suspended during investigatory, grievance or disciplinary proceedings.Whilst suspended, you are expected to be available to attend any meetings if and when required. 30