CAA Disciplinary and Termination Policy

Policy Document

CAA Disciplinary & Termination Policy

Date last updated: 10 April 2025

Contents Principles Disciplinary Procedure Termination of Employment Appeals Monitoring and Review

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The Commonwealth Association of Architects (the Association) is committed to maintaining a positive and professional workplace environment by addressing issues fairly and consistently. This policy sets out the procedures for handling disciplinary matters and termination of employment in accordance with UK employment laws.

This policy applies to all employees of the Association. It outlines the process for disciplinary actions and termination due to misconduct, performance issues, or other valid reasons.

Principles • • •

All disciplinary matters will be handled fairly, impartially, and confidentially.

Employees will be given the opportunity to explain their actions during disciplinary proceedings.

The organization will comply with UK employment laws, including the Employment Rights Act 1996 and ACAS guidelines.

Disciplinary Procedure The organisation will follow a staged process to address misconduct or performance issues: Informal Action •

Minor issues may be resolved informally through discussions or coaching

Formal Disciplinary Process • • • •

Investigation The organisation will investigate any allegations thoroughly.

Notification If a formal meeting is required, the employee will be notified in writing with details of the allegations.

Meeting A disciplinary meeting will be conducted, where the employee can present their side of the matter.

Decision Following the meeting, a decision will be made, and the outcome will be communicated in writing (e.g., warning, suspension, or dismissal).

Termination of Employment Termination of employment may occur in the following cases: • •

Summary Dismissal For gross misconduct, the organization reserves the right to terminate employment immediately without notice or pay in lieu of notice.

Dismissal Due to Performance In cases of continued poor performance, termination may follow repeated warnings and failure to meet agreed improvement goals.

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Redundancy Termination due to redundancy will follow consultation and notice requirements outlined in UK employment laws.

Notice Periods The organisation will provide notice periods as specified in the employee’s contract, unless summary dismissal applies.

Appeals Employees have the right to appeal any formal disciplinary decision. Appeals must be submitted in writing within 7 days of receiving the decision. A separate meeting will be held to review the appeal, and the outcome will be final.

Monitoring and Review This policy has been approved by CAA Council. It will be reviewed annually to ensure its effectiveness and compliance with legal requirements.

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Date of last review Next review due

: 10 April 2025 : 09 April 2026

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