Rules of Conduct in Employment: Academic and Academic Related Staff

  1. The following Rules of Conduct in Employment do not represent an amendment or an addition to the Procedure Agreement between the UCU and the University, nor do they alter the terms and conditions of employment of members of the University Staff.
  2. The Employment Protection (Consolidation) Act 1978, as amended by the Trade Union Reform and Employment Rights Act 1993 and the Employment Rights Act 1996, requires an employer in its contracts of employment to specify any disciplinary rules applicable to its employees, or refer to such a document which is reasonably accessible to employees and which specifies such rules.
  3. The types of conduct which may lead to disciplinary action being taken are set out below. While the list is intended to be indicative, it is not exhaustive and cannot cover every eventuality. It should, however, be sufficient to provide an employee with necessary guidance on conduct.

Gross Misconduct

  1. The following are examples of the types of conduct which, if proven, may lead to disciplinary action being taken and could culminate in summary dismissal or suspension:
    • Theft or unauthorised possession of property belonging to the University, its members or employees, or to any visitor to the University;
    • Serious misuse of University services, including wilful and persistent indebtedness to the University;
    • Incapacity to perform the duties of the post due to drunkenness or unauthorised drug taking;
    • Physical violence against any member or employee of the University or any other person legitimately present within the University precincts;
    • Wilful damage to University property;
    • Serious breach of health, safety, fire, radiation or other statutory regulations endangering or likely to endanger the health or safety of yourself or others;
    • Serious breach of confidentiality at work;
    • Scientific fraud and/or other serious professional misconduct liable to bring the employee, his/her department, or the institution into disrepute;
    • Falsification of University records or other official documents;
    • Wilful and persistent refusal to carry out the duties of the post;
    • Indecent behaviour or sexual misconduct;
    • Wilfully assisting another in the commission of any offence defined as gross misconduct;
    • Repeated commission of minor breaches of discipline.

Misconduct

  1. Misconduct of the type listed below, if proven, may lead to disciplinary action being taken and repeated misconduct could culminate in dismissal:
    • Failure to perform satisfactorily the duties of the post;
    • Refusal to comply with a reasonable instruction by the job supervisor and/or Head of Department;
    • Breach of the contractual conditions of employment;
    • Unauthorised absence from the place of work;
    • Breach of confidentiality at work;
    • Breach of health, safety, fire, radiation or other statutory regulations;
    • Breach of other University or Departmental regulations or rules;
    • Threats of violence against any person lawfully present at the University;
    • Misuse of University services, including indebtedness to the University;
    • Wilfully assisting another in the commission of any offence defined as misconduct.

Criminal Offences

  1. In cases of criminal offences committed by employees outside their employment, each case shall be considered individually, with particular reference to the seriousness of the offence and to the question of whether the offence makes the individual unsuitable for his/her type of employment, before any decision on disciplinary action is taken.
  2. Certain disciplinary issues within the University may also involve an employee in criminal proceedings. In such cases, the University reserves the right to suspend with or without pay, or dismiss the employee, in accordance with the Disciplinary Procedures, and their contract of employment, according to the circumstances of the case.

Version V190307 2