39/ Disciplinary Code of Conduct

The code of conduct and disciplinary policy and procedure set out below is designed to ensure that all employees of Reprotec UK are treated fairly and consistently, to ensure the efficient and safe performance of work and to promote the maintenance of good relations between colleagues and between employees and their managers.

You should familiarise yourself with and abide by the code of conduct and disciplinary procedure, which applies to all employees.

CODE OF CONDUCT

The Code of Conduct covers the main standards of behaviour and performance required by Reprotec UK. You are under a duty to comply with the standards of behaviour and performance required by Reprotec UK and to behave in a reasonable manner at all times.

A breach of Reprotec UK rules set out below will render you liable to disciplinary action in accordance with the disciplinary procedure. An instance of gross (serious) misconduct will normally render you liable to dismissal without notice or pay in lieu of notice.

Reprotec UK rules and the examples of misconduct below are not exhaustive. They include the following:

      ●       you must comply with the rules relating to notification of absence;

●       you must arrive at work promptly, ready to start work at your contracted starting times, and must remain at work until your contracted finishing times;

●       you may be required to work additional hours at short notice, as the needs of the business require;

●       you must obtain management authorisation if for any reason you wish to arrive later or leave earlier than your normal start and finish times;

●       Reprotec UK reserves the right not to pay you in respect of working time lost because of poor timekeeping;

●       you are required to maintain satisfactory standards of performance at work, and a high level of quality, accuracy and diligence;

●       you are expected to show the skill or aptitude required for the job, especially where such skills are claimed or implied at the time your employment commenced.

●       you must keep confidential, both during your employment and at all times after its termination, all information gained in the course of your employment about the business of Reprotec UK, and that of Reprotec UK’s clients, suppliers and business partners, except in circumstances in which you are required to disclose information by law or in the course of the performance of your duties with Reprotec UK;

●       you are not permitted to engage in any activity outside your employment with Reprotec UK which could reasonably be interpreted as competing with Reprotec UK;

●       you must dress in a manner appropriate to the function in which you are engaged;

●       you must wear all PPE and uniform as provided and directed  

●       you are engaged on the basis that you must be prepared to work as part of a team and undertake required duties other than those for which you have been specifically engaged to ensure maximum efficiency.  

●       you must co-operate fully with your colleagues and with management and to ensure the maintenance of acceptable standards of politeness;

●       you must take all necessary steps required to safeguard the public image of Reprotec UK and preserve positive relationships with its clients;

●       you must comply with Reprotec UK's Quality policies and procedures;

●       you must ensure that you do not breach Reprotec UK's policies on equality and/or harassment and bullying;

●       you must observe and follow Reprotec UK’s health and safety procedures, observe them and ensure that safety equipment, PPE and uniform or site wear is always used;

●       all accidents, however minor, must be reported to management as soon as possible, and an entry made in the Reprotec UK’s accident book;

●       Reprotec UK property and equipment must not be taken from the Reprotec UK's premises other than for use on authorised company business;

●       you are expected to read and observe all authorised notices that are issued or displayed by Reprotec UK.

●       you are expected to observe all general rules as issues by Reprotec UK.

●       You are expected to follow Reprotec UK’s premises lock up procedures.

●       you are expected to be contactable during your work day

●       You must not make use of telephones, e-mail or postal facilities or any other communication mode for personal purposes without the prior permission of management. 

●       You must adhere to Reprotec UK’s policy with regard to the use of mobile phones and other devices.

●       you are not permitted to remove material or equipment of any kind from Reprotec UK without prior permission.

●       you must notify Reprotec UK immediately of any incident causing damage to property belonging to Reprotec UK (e.g. building, machinery and equipment), or to the property of fellow employees, visitors or customers/clients.

●       working time and/or Reprotec UK’s material or equipment must not be used for any unauthorised work.

●       personal visitors are not allowed onto the premises at any time without prior authority.

●       you are required to submit your person or property, including vehicles, to being searched whilst on Reprotec UK’s premises, or at any time at the reasonable requirement of Reprotec UK.

●       unofficial references or opinions about current or ex-employees must not be made or given to third parties under any circumstances.

GROSS MISCONDUCT 

The following acts are examples of gross misconduct offences and as such may render you liable to summary dismissal (i.e. dismissal without notice and without previous warnings). It is not possible to provide an exhaustive list of examples of gross misconduct. However, any behaviour or negligence resulting in a fundamental breach of contractual terms that irrevocably destroys the trust and confidence necessary to continue the employment relationship will constitute gross misconduct. Illustrative examples of offences that will normally be deemed as gross misconduct include serious instances of:

●        theft, dishonesty, or fraud;

●       assault, act of violence, or aggression;

●       unacceptable use of obscene or abusive language (including language of a discriminatory nature);

●       possession or use of non-prescribed drugs on Reprotec UK’s premises or during working hours;

●       possession or consumption of alcohol on Reprotec UK’s premises or during working hours, other than on occasions approved by Reprotec UK;

●       serious incapability at work brought on by alcohol or non-prescribed drugs;

●       willful damage to Reprotec UK’s property or the property of its employees or clients, suppliers or business partners;

●       serious insubordination;

●       falsification of records or other Reprotec UK’s documents, including those relating to obtaining employment;

●       unlawful discrimination, harassment or bullying;

●       refusal to carry out reasonable management instructions;

●       gambling, bribery, corruption or tax evasion facilitation;

●       acts of indecency or sexual harassment;

●       serious breach of the health and safety policies and procedures, or endangering the health and safety of a fellow employee, client or third party;

●       breach of confidentiality, including the unauthorised disclosure of Reprotec UK’s business to the media or any other party (this rule does not apply to making, in good faith, a protected disclosure (whistleblowing) or to a relevant pay disclosure);

●       unauthorised access to or use of computer data or computer hardware;

●       copying of computer software, other than when authorised in your normal course of employment;

●       bringing Reprotec UK into disrepute;

●       misuse of the Reprotec UK name;

●       serious breach of Reprotec UK’s policies or procedures;

●       serious negligence which causes or might cause unacceptable loss, damage or injury; or

●       conviction of a criminal offence (except for minor road traffic offences) that impacts on your suitability to do your job or your relationship with Reprotec UK, your work colleagues or the Company's clients, suppliers or business partners.

●       falsifying your Timesheet Submission Form 

●       deliberate damage to property.

●       unauthorised recording of any workplace meeting, including but not limited to disciplinary meetings.