Conduct, capability and dismissal

Advice should always be sought from the relevant HR Business Partner as soon as issues arise and before any dismissal procedures are initiated. The applicable procedure will depend on the nature of the issue, the category of staff concerned and the stage of employment (for example, probationary or not probationary).

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The following procedures apply where there is concern in relation to the conduct of an employee.

Academic staff

  • for academics who have already been confirmed in post the procedure is Statute XII, Part D
  • for academics in the Initial Period of Office HR Business Partners should be consulted

 Academic-related staff

  • for employees who have already been confirmed in post the procedure is Statute XII, Part D
  • for employees on probation the procedure is section 8.2 of the handbook for academic-related staff

 Support Staff

  • for employees who have already been confirmed in post the procedure is section 8.2 of the handbook for support staff
  • for employees on probation the procedure is section 8.3 of the handbook for support staff

An employee should be given the appropriate period of notice of dismissal and notification of his or her right of appeal. Only formally authorised members of the University (normally Heads of Department and Departmental Administrators or equivalent, who have been issued with the appropriate letter of authority) may action dismissals.

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The following procedures apply where an issue arises with regard to an employee's capability to perform his or her role by reason of any physical or mental capacity (including skill, aptitude or health) or qualification.

Academic staff

  • the procedure for poor performance or incompetence is Statute XII, Part D
  • where ill health procedures need to be invoked HR Business Partners should be consulted
  • for academics in the initial period of office HR Business Partners should be consulted

Academic-related staff

  • the procedure for poor performance or incompetence is Statute XII, Part D
  • where ill health procedures need to be invoked HR Business Partners should be consulted
  • for employees on probation the procedure is section 8.2 of the handbook academic-related staff

Support Staff

  • the procedure for poor performance or incompetence and ill health is section 8.2 of the handbook for support staff
  • for employees on probation the procedure is section 8.3 of the handbook for support staff

An employee should be given the appropriate period of notice of dismissal and notification of his or her right of appeal. Only formally authorised members of the University (normally Heads of Department and Departmental Administrators or equivalent, who have been issued with the appropriate letter of authority) may action dismissals.

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There may be circumstances in which there is an issue in relation to an employee which does not readily fall into one of the above categories. For example, where an employee is imprisoned, or there is an unresolvable personality clash between two employees. In those circumstances, advice should be sought from the relevant HR Business Partner as soon as the issue arises.

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(other than on grounds of redundancy)

Any employee dismissed on grounds of capability, conduct or for some other substantial reason has the right of appeal using the following procedures:

Academic and academic-related staff

An appeal is made under Statute XII, Part H

Support Staff

An appeal is made under section 8.2.5 of the handbook for support staff, except for support staff during their probationary period, in which case appeal is made under section 8.3 of the handbook

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