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* LONDON SOUTH BANK UNIVERSITY STAFF DISCIPLINARY PROCEDURE HUMAN RESOURCES DEPARTMENT JULY 1992 Updated April 2012 *Names and Titles updated May 2006 DISCIPLINARY PROCEDURE INTRODUCTION In the process of ensuring that all staff maintain the standards required of them as employees of the University, the need is recognised to have in being a University-wide procedure for taking decisions on disciplinary matters, which incorporates best practice in relation to fairness and natural justice. This Disciplinary Procedure is based on the following principles: Its application in a consistent and fair manner. The opportunity for the individual to hear allegations against her/him and to answer those allegations at a formal interview. The right to have her/his Representative present at that interview. The time to establish all the facts of the case. The reason for any proposed disciplinary action to be clearly stated and the outcome recorded as outlined in the procedures that follow. The type of disciplinary action to depend on the seriousness of the alleged offence and/or the number of times the alleged offence is repeated within a given period. The facilities given by the University for improvement, where appropriate. The right to appeal at each stage against decisions taken. The provision for wiping records clean and inspection of personal files by staff. Notes of disciplinary hearings and appeal panels will be taken by a person not involved in the decision-making process. The notes taken will constitute the only record of the hearing/appeal. The Disciplinary Procedure would, in accordance with best management practice, be used as a last resort. Members of staff whose work starts to fall below standard should have had this drawn to their attention informally and as early as possible. Managers are not expected to move to the formal level of any disciplinary action before exhausting all avenues at the informal level, including encouragement, cou