From Wikquality Impact Assessment
This impact assessment is under consultation and all feedback received will inform the recommendations.
All feedback is welcomed from internal and external sources. Please email your comments to firstname.lastname@example.org.
The next scheduled review of this impact assessment is on Saturday 29 July 2017.
|Faculty or Service Area: Human Resources|
|Name of policy owner: HR Quality and Policy Development|
|Original policy document: DIP1-4 Disciplinary Procedure.pdf|
|Impact assessment: Disciplinary Procedure EIA HRMT September 2014.pdf|
|Supporting evidence: None.|
|Creation date: Tuesday 29 July 2014|
|Purpose of the policy being assessed|
| The purpose of the Disciplinary Procedure is to:
• Enable the University to maintain satisfactory standards of conduct at work on the part of its employees. • Ensure that any employees, against whom any allegation of misconduct is made, have the benefit of fair investigation, hearing, representation and decision. • Outlines the process which should apply if an employee is dissatisfied with any disciplinary decision relating to him/her. • Fulfil the University’s statutory obligations.
|Customer groups affected by the policy: Staff|
|Relevant protected characteristics affected by the policy: Age, Gender, Mode of attendance (part-time or full-time)|
|Feedback from Equality Forums and other interested parties:|
|Feedback on this impact assessment is still being recieved - please email your thoughts to email@example.com.|
|Consultation open: Yes|
|Review date: 2017/07/29|