Discipline

Our advice is you should contact the FBU immediately you are aware that a situation is or has occurred that might result in a disciplinary investigation.  Don’t wait for Management to contact you. Seek advice from the FBU straight away.

If contact from Management is the first you become aware of the situation, then contact the FBU immediately.

As soon as you know you are going to be interviewed you should get in touch with the FBU.

Our advice is you should ask to be accompanied by your Union rep. You should be given enough prior warning of the interview to arrange this.

The approach to discipline in the fire service should be to help and encourage all employees in achieving and maintaining expected standards of conduct, attendance and job performance.

The aim should be to ensure consistent and fair treatment for all employees in dealing with disciplinary issues.

The guiding principle is that, in every case except dismissal, the primary aim is to bring about an improvement in the way that an individual performs and serves the public. Each case should be treated on its merits in the light of the particular circumstances involved.

The principles of natural justice should still apply. This will ensure consistency, compliance with the law and fairness for both employees and managers.

These principles are:

• The right of the individual to know the allegation/s against them.
  
• The right of the individual to express their view/give an explanation.
  
• The right of the individual to be treated fairly and in good faith.
  

Accompanied Represented

FBU members may be accompanied by a Fire Brigades Union official at all formal stages (including investigation), of this procedure.

FBU members have a statutory right to be represented by a Fire Brigades Union official at all formal stages of this procedure.

Informal disciplinary meetings will be conducted on a one to one basis, however, in exceptional circumstances, if an FBU member feels vulnerable or in some way disadvantaged, they may be accompanied by a Fire Brigades Union official with the agreement of the Line Manager.

FBU members may be suspended for the following reasons

To enable investigations to be made where the possibility of gross misconduct may be suspected.

Where there are grounds to doubt the ability of the employee continuing to work pending criminal investigations or prosecution.

Where the individual is placed on remand.

Where specific circumstances dictate that suspension would be appropriate in that case.

If an employee is to be suspended they should be informed of the reasons for the suspension, that suspension is not disciplinary sanction and that they may be asked to attend for an investigative meeting or Disciplinary Meeting.

1. Accusation or report of misconduct
   
2. Investigation launched
   
3. Employee notified in writing that they are subject of an investigation
   
4. Interviews take place – witnesses
   
5. Investigative meeting with the accused person
   
6. Investigation complete – decision on next steps
   
7. Disciplinary meetings – 1st 2nd and or 3rd formal stages
   

• Interviews - statements from potential witnesses
  
• Investigative - early opportunity for accused member to establish facts
  
• Disciplinary - The Hearing