LAWFUL NOTICE TO ALL PRIVATIZED CANADIAN NATIONAL CANNABIS DISPENSARY BUSINESS LICENSEES & PROFESSIONAL ASSOCIATION MEMBERS:
THE CANADIAN NATIONAL CANNABIS DISPENSARY TRADE / BUSINESS / LICENSEE ASSOCIATION FEDERATION INCORPORATING THE DISPENSARY SECURITY PROFESSIONAL ASSOCIATION'S MANDATES, REGULATIONS, POLICIES & BY-LAWS
ALL DISPENSARY LICENSEES CAN CONTRIBUTE ADDITIONAL BY-LAWS & MANDATES TO ENSURE THE BETTERMENT OF THE OVERALL ADVANCEMENT & SECURITY OF THE NATIONAL ASSOCIATION OF UNIONIZED DISPENSARY INVESTMENTS, BY SERVING WRITTEN NOTICES DETAILING: EACH REQUIRED DISPENSARY BUSINESS UPGRADE / EACH DISPENSARY PROPERTY ADVANCE (SUCH AS ADDITIONAL CORPORATE VEHICLES NEEDED, ADDITIONAL CORPORATE PROPERTIES / UPGRADES REQUIRED OR DISPENSARY ASSOCIATION STANDARDIZED CONTRACT IMPROVEMENTS / AMENDMENTS TO FURTHER BENEFIT / ADVANCE EACH CANNABIS DISPENSARY’S BUSINESS ADVANCEMENT REQUIREMENTS) WHICH ARE TO BE DIRECTED TO: CANNABISDISPENSARYUNIONCANADA@GMAIL.COM FOR NATIONAL DISPENSARY MANDATE / BY-LAW AMENDMENTS TO BE LISTED ON OUR WEBSITE & PASSED ONTO CORPORATION CONSTITUTION BY PROCESS OF MAJORITY AGREEMENT, WHICH ENSURES THE ADVANCEMENT OF ALL CANADIAN NATIONAL PRIVATIZED DISPENSARY STANDARDS IN UNIFICATION OF NATIONAL CANNABIS DISPENSARY TRADE BUSINESS SECURITIES / ADVANCEMENTS WITHOUT LIMITATIONS ON DISPENSARY ADVANCEMENT PROJECTIONS, THEREFORE OVERCOMING RESTRICTIONS. (WHICH THE FINANCES ACCUMULATED FROM THE DISPENSARY SECURITY/WORKERS PROFESSIONAL ASSOCIATION’S 10% EMPLOYEE CONTRACT STANDARDS CONTRIBUTIONS WOULD COMPENSATE). STANDARDIZED EMPLOYEE CONTRACT CONTRIBUTIONS ARE EQUALLY DISTRIBUTED / ACCESSIBLE TO EACH DISPENSARY BUSINESS LICENSEE’S ACCOUNT TO FINANCE EACH DISPENSARY’S BUSINESS ADVANCEMENTS WITHOUT DELAY…
Applying for a licence under the Cannabis Act and its regulations
There are specific actions you should take when applying to Health Canada:
1. Become familiar with the relevant federal and provincial, territorial, municipal and indigenous government legislation
We recommend that you be familiar with the knowledge areas outlined in section 5.1 of the Guide. This will help you comply with the requirements of
- the Cannabis Act and its Regulations
- other federal and provincial or territorial legislation and regulations, municipal by-laws and/or indigenous government legislation
2. Decide on the type of licence to apply for
Learn about the classes and subclasses of licences to determine which class your activities of interest fall under.
3. Develop your site (certain licence types only)
Effective May 8, 2019, Health Canada requires new applicants for cultivation, processing or sales for medical purposes licences to have a fully built site that meets all the requirements of the Cannabis Regulations at the time of their application, as well as satisfying other application criteria.
In developing a site, applicants should consult the relevant federal, provincial, municipal and indigenous government rules, as noted above. In addition, Health Canada provides the following guidance and information to applicants:
- Cannabis Licensing Application Guide
- Physical Security Measures Guide
- Good Production Practices Guide
- Security Clearances under the Cannabis Act and Regulations
Note: At this time, not all guidance is available online. Electronic versions of the guides can be obtained by contacting email@example.com.
4. Create an account in the CTLS
Health Canada has established the Cannabis Tracking and Licensing System as the main way to submit licensing applications. The CTLS Getting Started Guide provides information on the steps you need to take to create an account.
We encourage prospective applicants to read both the Cannabis Licensing Application Guide and the CTLS Getting Started Guide all the way through before creating an account.
5. Have associated individuals create accounts in the CTLS
User accounts are required for a number of individuals associated with an application. These individuals must create their own individual accounts in the CTLS before an application can be submitted to Health Canada.
Depending on the licence type sought, some of these individuals will also be required to apply to Health Canada for a security clearance. Please see the Cannabis Licensing Application Guide for more information.
Note: As per step 9 below, security clearances will only be processed following the successful screening of a submitted application.
6. Create a corporate profile for organizations
Applicants that are partnerships, cooperatives, and corporations (basically any applicant that is not an individual/sole proprietor) also need to create a corporate profile in CTLS.
7. Create an application
The guide includes the application requirements for each class of licence. Health Canada reviews all applications strictly and thoroughly against the application requirements outlined in this guide and the requirements outlined in the Regulations. Licences are only issued once all applicable requirements are met.
Applicants and licence holders are responsible for complying with the Cannabis Act and its Regulations as well as with other federal, provincial and territorial legislation, municipal by-laws and indigenous government legislation that apply.
8. Submit the application
Applications can only be submitted when you have included all of the requirements in the application in the CTLS. Once submitted, applications undergo an initial screening for completeness and clarity.
For applications for a cultivation, processing or sales for medical purposes licence, a site evidence submission must be received by Health Canada before an application can be considered.
9. Support the application review
Once your application has successfully passed the initial screening, Health Canada will conduct an in-depth review of your application as well as extensive security checks on all the people who require security clearances. Health Canada may contact you for more information in some areas of your application.
With the high number of applications for cannabis licences and the rigorous application review, you should expect that it will take some time for your application to begin active review after it is accepted. Key factors in application processing times are the quality of the application and whether it contains sufficient information and evidence to demonstrate how it meets the security measures, the Good Production Practices, and the record-keeping requirements. You can check the status of your application in your CTLS account at any time.
Managing a licence
The Cannabis Regulations set out requirements that a licence holder must follow to manage their licence, such as when renewing or amending it. There are also notification and reporting requirements that a licence holder must follow to stay compliant and keep their licence. Holders of all licence classes (except for industrial hemp and cannabis drug licences) should refer to the Licence Management Guide for information on requirements and processes for:
- licence renewals
- licence amendments
- changes requiring approval of Health Canada
- changes requiring notification to Health Canada
- import and export permit applications and notification requirements
- reporting and disclosure requirements
- licence and permit refusals, suspensions and revocations
For more information
To fulfill the obligations of Governing Dispensary Business Association Regulation Management & Dispensary Security Administration in Canada; The Canadian National Cannabis Dispensary Trade / Business / Licensee Association Federation Incorporating The Sovereign Dispensary Security Regulation Corporation reserves the full & exclusive sovereign rights over establishing dispensary trade / licensee & business association regulation authority over all national dispensary security professional association regulation & also reserving the exclusive rights to establishing sovereign authority over the professional association of dispensary employer/employee regulation.
The specific activities that this dispensary federation intends to carry on is the following types of business activities: Establishing The Complete Exclusive reservation rights to incorporate sovereign trade association authority over all registered cannabis/marijuana dispensary owners, dispensary property directors, shareholders, dispensary managers, dispensary security personnel, cannabis producers/transporters/dispensary produce suppliers/cash drop off delivery workers & all dispensary employees combined. We are categorizing each group of associations into separate self governed unionized organizations, which are being categorized as the unified dispensary trade association federation of industry employers, private dispensary owners, dispensary property managers, dispensary directors/ shareholders, dispensary security personnel, cannabis production suppliers & dispensary employees whom we are forming into categorized federations of dispensary trade business / professional association, establishing dispensary policy & by-law enforcement authority which our dispensary governing organization will utilize to achieve the many common goals, benefits and responsibilities associated with assuming the unification of dispensary authorities over all Canadian National Cannabis Dispensary Industry Business Association of Dispensary Professionals, Dispensary By-Law Establishment, Dispensary Regulation Enforcement and Dispensary Business Association Policy Standard. We are not only obligated to establish dispensary business association Self Governing of regulations. Reserving all rights to establish, institute and implement Mandatory association administration fees, Administering mandatory security regulation/ security licensing requirements, Reinforcing Civilian Human Rights Law Standards, Reinforcing Civilian/worker safety standards, Authorizing Sovereign Trade Association Regulation Enforcement of By-laws, instituting administration mandates, requiring mandatory weekly samples to be tested for toxicity levels of selected dispensary Cannabis products to ensure self regulated public health requirements are up to date internally, implementing mandatory dispensary security upgrades involving large cash/product transportation security mandates, etc,… we are also obligated to implement & enforce new advanced standardized employee contracts, safety upgrades & security procedures as soon as they become available so all dispensary business association members please email us detailing your suggested dispensary business association regulation recommendations deemed most beneficial to the dispensary trade business licensee association respectively.
Our dispensary business association authority’s obligations also include; providing all Canadian Cannabis Industry Dispensary Insiders with all available most beneficial unionized contracts and benefits such as protecting and ensuring the integrity, longevity, safety standards, security & long term success of all incorporated directors, dispensary managers, cannabis producers, security personnel and dispensary employees within The National Cannabis Marijuana Dispensary Trade Industry, as well as improving safety standards, attaining better wages for employees & establishing other employee benefits (such as vacation, health care, and retirement plans), and pushing for better business practices and working conditions through the increased agreement bargaining power wielded by our unified federation monopoly of dispensary employers, directors, shareholders, property managers, cannabis producers & dispensary workers all being categorized into separated levels of sovereign industrial authorities within mandatory by-laws and statutes set by The Canadian National Cannabis Dispensary Association Authority, through our leadership association, negotiations of contract standards and assuming National authority over dispensary security regulation, dispensary owner/director unification administration & public worker management/safety standards/policy implementation within Government laws without any further restrictions on by laws, while maintaining independent self governance, regulations & security standards over all registered Canadian cannabis Dispensary directors’ contracts over employer/employee agreements then to the dispensary worker security, civilian public health & safety standardization implementation (also being our concern considering our organization status in alliance connection with The National Civilian Human Rights Law Enforcement Agency’s policies) & also on behalf of association members who negotiate labor/security contracts with fellow employers, our ultimate goal is to implement and institute an Industry Standard Procedure of Registrations, Contracts & Security Conduct Mandates among fellow Industry Insiders.
Ultimately, the most common purpose of this “cannabis dispensary trade association” is “maintaining or improving the conditions of our dispensary employer /employee benefits, rights & freedoms” which may include the negotiation of by-laws, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety/policies, public health, security risk minimization & increasing overall safety standards combined, organized into a standardized industry regulation of contracts among Dispensary Directors, employers, property managers, security personnel, employees & all associated industry workers altogether which is our authorized purpose & authority to enforce…
Furthermore, The Canadian National Cannabis Dispensary Association intends to carry on these particular business activities additionally; including but not limited to; the complete mandatory registration & self governing processing of Special Dispensary Security Officers, providing potential security officers with security training upgrades & licensing regulation requirements before issuing permits required for hiring & also establishing complete administration of mandatory security personnel distribution to all national private & provincial cannabis /marijuana dispensaries & to provide mandatory protection to dispensary owners, directors, managers, supervisors, employees & associates during work hours & also anytime there is a cash or product transport containing substantial amounts of values, to ensure safe & secure cash / product / worker transportation from point A to point B, whether to the bank for drop offs, for major product pick ups/drop offs or for any other circumstance, full ranges of security will be provided exclusively by The Canadian National Cannabis Dispensary Association Authority Incorporating The Sovereign Security Regulation Corporation., also reserving the right to exclusively hire, train & regulate all potential security staff / security teams, providing a Mandatory Principal Authority over the administration of all Special Security standards for any potential security personnel in accordance with Civilian Law Enforcement Strategies now mandatory by regulation under The Canadian National Cannabis Dispensary Associations’ Special Security Standards Act, being set by our Government approved by-laws & policies the week of October 22nd 2018 in accordance with the recent Federal legalization of Cannabis / Marijuana sales/production/transportation & specialized security implementation, now all becoming Mandatory as Dispensary Industry By-Law authorizations In accordance with the Industrial Trade Association rights reserved in this Corporation’s constitution registration.
Therefore, A full record of addresses & contact information for each Licensed Cannabis/Marijuana Dispensary location, dispensary directors & all associated security personnel, property managers, employees & cannabis producers/cannabis transporters/suppliers is mandatory in compliance with new contracts & policies to be addressed as soon as possible by owners/directors/managers /supervisors or legal representatives of each dispensary location, in order to arrange employee /security personnel registrations and to arrange safe transportation of cash / products regardless of circumstances, therefore, upgraded security regulation enforcement must be implemented within 30 days of dispensary registration approval confirmation & public consumer access unconditionally, regardless of circumstances. This legal documentation is a Canadian National Cannabis Dispensary Trade Association Authority By-law, Policy & Mandate Regulation Institution. All Rights Reserved.
Also, the purposes of this Corporation is to reserve by-law regulation rights and to establish The Canadian National Dispensary Trade / Business / Licensee Association & The National Cannabis Dispensary Security Professional Association as independent non-government associations that will provide a unionized organization authority focusing on establishing the benefits of privately owned dispensary directors, dispensary managers, dispensary security personnel & dispensary workers.
Otherwise, another common purpose of this “cannabis dispensary trade association” is “maintaining or improving the conditions of our dispensary employer /employee benefits, rights & freedoms” which may include the negotiation / implementation of by-laws, dispensary operation rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety/policies, public health, security risk minimization & increasing overall safety standards combined, organized into a standardized regulation of contracts among dispensary directors, dispensary employers, dispensary property managers, dispensary security personnel, dispensary employees & all associated dispensary workers altogether which is also our authorized purpose & authority to enforce…
NATIONAL PRIVATIZED DISPENSARY TRADE/BUSINESS ADVANCEMENT/UNIONIZATION MANDATE/STRATEGY DETAIL:
Here’s The Official Mandate of Canadian National Cannabis Dispensary Trade/Business Association By-Laws, Regulations & Policies. Established for All Canadian National Privatized Cannabis Dispensary Trade Business Association Regulation, Standardization of Dispensary Employee Contracts & Unionization of Dispensary Security Professionals, Dispensary Managers & Dispensary Employees (Budtenders). Implementing Mandatory Employee Contract Standards is the Essential Key guaranteed to maximize the overall financial profitability advancement potential of each & every National Dispensary Business, Licensee, associate & employee by immediately raising the mandatory minimum wage to a standardized dispensary employee income wage by employment contract agreements administering $20/hr – $25/hr to each employee on the schedule, then reinvesting 10% of all employee income (which would amount to approximately 10% of $25 x 84hrs weekly x 25 dispensaries each province (for example) would average $52,500 being administered on record as weekly employee payroll administration average per province which increases Dispensary Association Directors’ collateral security to 25x the credit value regarding bank/lenders business loan allowance potential for establishing new Dispensary Investments / Investment Properties to be developed & made profitably beneficial to additional Corporate Directorship Beneficiaries immediately, multiplying overall values/assets of each individual dispensary associate while simultaneously increasing the overall value of The Entire Dispensary Trade, therefore substantially benefiting every single Dispensary Business as well as substantially increasing every single Dispensary Licensee / Directors’ asset evaluation / net worth, to more than 25 fold increased value than what the original value/net worth Dispensary Business Licensee/Directors’ would have been evaluated at as an non-unionized / non-unified, individual dispensary business corporations’ ignorantly depriving their dispensary business of the profitable advancements being implemented in this constitutional strategy & furthermore, singling themselves out of the Inherited Overflow of Financial Benefits being administered to all associates of The National Dispensary Trade Business Association through the agreement to join in this National Dispensary Unification Capitalization Advancement Opportunity & ultimately setting their own individual disbanded dispensary up for target by-law, policy, regulation violation penalties to suffer from, stemming from the financial debt being self imposed by simply disassociating their dispensary business employees from this National Dispensary Trade Business Licensee Association’s Capitalization Imposition Mandate (which has detrimental results), considering this mandate requires the Unification & standardization of all Dispensary employee contract agreements, while registering each Dispensary Business Licensee as the updated Executive Directors’ of The National Cannabis Dispensary Trade/Business/Licensee Association Federation Incorporating The Dispensary Security/Professional Association, to solidify & capitalize on this Institutions authority direction & rightfully claim each Dispensary Licensee’s stronghold on the National Dispensary Market/Trade Value & capitalize on the unlimited profitable benefits being advanced to our organizational asset values which originally would have only required Dispensary Business Association membership which is already advanced to all Dispensary Business Licensee’s by default. Please, to capitalize on this amazing Dispensary Unionization/Unification Advancement, each & every National Privatized Cannabis Dispensary Business Licensee submit your names to be registered, administered & credited the full benefits of Executive Directorship of this Dispensary Trade Business Licensee Association Incorporating The Dispensary Security Professional Association & include a list of all employees of your Dispensary business location (include description of employment duties, procedures & responsibilities for job detail instruction standards) and email detailed information to:
The National Dispensary Business Regulation Administration Department at:
for immediate administration of Executive Director reservations / Dispensary employee registration requirements for the 10% dispensary employee contract standards to be implemented as mandated within 15 – 30 days of this Served Lawful Notice of Dispensary Trade / Business / Licensee Association Unionization Mandate / By-Law implementation, to avoid late registration/default fine violations being administered unnecessarily & to solidify your Executive Director reservations as soon as possible & fill the mandate for 10 Dispensary Employees to be scheduled onto each Dispensary Business’s Payroll so that your chosen, most trusted dispensary employees will be re-administered onto the standard record of contracted dispensary employees immediately & appropriately to be in orchestrated compliance with The National Dispensary Business Association Mandate requirements served in this notice ..
All Dispensary Business Employee contracts are exclusively Established by The Canadian National Cannabis Dispensary Trade/Business/Licensee Self Governing Association Federation Incorporating The Dispensary Security Professional Association Administration By-Law & Regulation Authority. Jan/2019 All Rights Reserved.
Executive Order of Dispensary Payroll Authority
Owners of each Cannabis Dispensary are automatically registered as responsible part owners of The Canadian National Cannabis Dispensary Trade Business Licensee Association Federation by default, not only expected to protect their own investments and shares in the Dispensary Trade Business but obligated to fully operate in a cooperative structure of mandatory minimum requirements to be established self governing, self regulating agencies, nationally governed in a unionized organization of the United Federation of Dispensary Trade/Business Securities in a joint Cannabis Dispensary Trade foundation of Business Owners, in management collaboration over our own investments and securities, our own regulatory agencies and authorities, capitalizing on economic growth, security and enterprising. Obligated to fulfill mandatory by-laws & policies that regulate our facilities & business operations, ensuring the empowerment of our own dispensary employee professional association.Regulations: every province of dispensaries is obligated to pay the wages of hired Security professionals mandated by contract to cover at least 2 security professionals per Dispensary at a fixed wage of $25/hourly. 10% contract required between employees & The Canadian National Cannabis Dispensary Trade Business Licensee Association Federation. That process covers Dispensary Reinvestment Securities, Employee/Unemployment Benefits, Workers Compensation / Injury Insurance, Retirement Compensation and Business Management Expenses, dispensary upgrades / security equipment eventually providing transport vehicles / armored vehicles as transportation for loot being transported from each Dispensary to every bank smoothly. The United Regional Dispensary Business will evenly divide the costs of paying the wages to employ The 4 Special Forces Dispensary Transporters paid $35 an hour & The Regional Dispensary Securities Inspectors paid $40/hr as these particular employees must be on duty as part of the mandatory dispensary security by-law regulation mandate we are implementing nationwide.
The Canadian National Cannabis Dispensary Trade/Business/Licensee Association Federation Employee Disciplinary Policy and Procedure
This policy and procedure for THE CANADIAN NATIONAL CANNABIS DISPENSARY TRADE/BUSINESS/LICENSEE ASSOCIATION FEDERATION INCORPORATING THE DISPENSARY SECURITY/PROFESSIONAL ASSOCIATION is non contractual and sets out how any issues with associate dispensary licensee’s / employee standards of conduct, attendance and job performance will be dealt with. The aim of this policy and procedure is to ensure consistent and fair treatment for all dispensary licensee’s & employees. If an employee has any queries in respect of this procedure or any of the policies or procedures in the staff handbook, they should contact HEAD OF SECURITY MANAGEMENT.
– Associate dispensary licensee’s & employees are expected to know the standard of conduct or work expected of them.
– Depending on the severity of the employee’s alleged misconduct, the employer may at its discretion start the procedure at any of the below stages.
– A final decision on a disciplinary sanction will not be taken against an employee without the employer carrying out what it reasonably believes in the circumstances to be an appropriate level of investigation.
– A formal disciplinary sanction will not be taken against an employee without the employee being advised of the nature of the problem. The employee will also have the opportunity to state their case at a formal disciplinary meeting before a final decision is taken.
– Except where an employee has been found to have committed a gross misconduct offense, or is still serving their probationary period, no employee will be dismissed for a first breach of discipline.
– An employee can appeal against any disciplinary action taken by the employer.
– Disciplinary matters will be dealt with confidentially, so far as is reasonably possible and employees should keep confidential any information they learn in relation to any disciplinary matter (unless they are the subject of the investigation and disclosure is required to prepare for a meeting under this procedure).
– The employer may suspend an employee of full pay and benefits, including:
Access or use of the following benefits:
– company car
– employment duties
– hourly wages
– Performance based pay or benefits such as:
at any stage of the disciplinary process, whilst investigation is completed into an employee’s conduct.
– The employee agrees that if the employer requests, they will not contact clients, employees, suppliers or other business contacts of the employer whilst suspended from work. The period of suspension will be as short as is reasonably practicable in the circumstances and is not a disciplinary penalty, or an indication as to the decision that will be made once the investigations have been completed by the employer.
– THE CANADIAN NATIONAL CANNABIS DISPENSARY TRADE/BUSINESS/LICENSEE ASSOCIATION FEDERATION INCORPORATING THE DISPENSARY SECURITY/PROFESSIONAL ASSOCIATION processes personal data collected during the investigation stage and any subsequent stages of disciplinary action in accordance with its data protection policy. In particular, data collected as part of the investigation stage and any subsequent stages of disciplinary action is held securely and accessed by, and disclosed to, individuals only for the purposes of completing the disciplinary procedure. Inappropriate access or disclosure of employee data constitutes a data breach and should be reported in accordance with THE CANADIAN NATIONAL CANNABIS DISPENSARY TRADE/BUSINESS/LICENSEE ASSOCIATION FEDERATION INCORPORATING THE DISPENSARY SECURITY/PROFESSIONAL ASSOCIATION ‘s data protection policy immediately. It may also constitute a disciplinary offence, which will be dealt with under this disciplinary procedure.
– Where possible and appropriate the employer will initially deal with disciplinary matters informally. This will take the form of the employee’s line manager speaking with them in confidence about the disciplinary issue(s), making a confidential note for the employee’s personal file and monitoring them informally to see if there is an improvement. Only if this does not resolve the issue(s) or the matter cannot be dealt with adequately informally, will the employer start the formal procedure.
Stage 1 – Formal Meeting
– An employee will usually be invited to a formal meeting in writing and given at least two (2) working days’ notice. If required, there may be an investigatory interview before this meeting. At the meeting, the person chairing will explain the complaint against the employee and go through the evidence, giving the employee the opportunity to ask questions, present their case and respond to allegations including responding to witness statements (although an employee will not usually question witnesses directly). If the employee wishes to call a witness they should notify the employer at least 24 hours before the meeting.
– The employee will be advised that they are able to bring a companion to the meeting with them. The employee’s choice of companion will be agreed to if they are either a colleague, a trade union official or a trade union representative (which if not an employed official, must be certified by their union as competent to accompany a worker) and under the circumstances the employee has made a reasonable request to be accompanied. The employee should advise the employer of the identity of the companion (or any change in their choice of companion) and whether they will require any special adjustments to be made for their or their companion’s attendance, at least 24 hours before the start of the formal meeting.
– The employer encourages employees to bring their choice of colleague, trade union representative or trade union official to formal meetings under this procedure, but the employee should bear in mind how practical it is for their choice of companion to attend and consider if there is a suitable and available individual who is geographically close to where the meeting is to be held, rather than first considering an individual geographically based further away.
– If an employee or their companion is unable to attend the meeting at the time, date and place specified by the employer, they must notify the chair of the meeting as soon as possible in writing. Except in the case of an emergency, this should be at least 24 hours before the start of the meeting and the employee should advise of a time when they and their choice of companion will be available within five (5) working days of the original proposed meeting and provided this is reasonable, the new meeting time will be agreed.
– The role of the companion in a formal meeting is to make notes, confer with the employee and if the employee requests it, to address the hearing to state the employee’s case and respond to any views expressed at the meeting. The companion does not have the right to answer questions or address the hearing if the employee does not request this and must not prevent the employer from explaining its case.
– Employees must make every effort to attend any scheduled meeting under this procedure, failure to co-operate under this procedure could be treated as a disciplinary offence in itself and a decision could be made in an employee’s absence if they are unable to attend more than two consecutive scheduled meetings.
– If the employer will be referring to any documentation during the formal meeting, unless this is a document an employee will have already seen (such as an email sent by the employee) this should be sent to the employee at least 24 hours before the start of the meeting, so that they have a reasonable chance to prepare. Likewise, if the employee wishes to refer to any documentation, this should be sent to the person chairing the meeting at least 24 hours before the start of the meeting.
– If the employer finds as a result of the first formal meeting that a disciplinary offence was committed by the employee, the sanction will normally be either:
– an improvement note setting out the performance problem, the improvement required, the timescale in which the employee must make the improvement, any support or training the employee will receive to help with the improvement and the right to appeal the improvement note. The employee will be advised that this constitutes the first stage of the formal procedure. A record of the improvement note will be kept on the employee’s file for six months, but will then be disregarded for the purpose of continuing with this procedure, subject to achieving and sustaining satisfactory performance; or
– a first written warning for misconduct if conduct does not meet acceptable standards. The warning will be in writing and set out the nature of the misconduct, the change in behavior required and state that there is a right of appeal against the first written warning. The warning will also inform the employee that a final written warning may be considered if there is no sustained satisfactory improvement or change. A record of the warning will be kept, but it will be disregarded for disciplinary purposes after six months.
Stage 2 – Second Formal Meeting
– If there is sufficiently serious misconduct, further misconduct or a failure to improve performance during the currency of a prior warning, the employee will be invited to a second formal meeting in writing by the employer, with at least two (2) working days’ notice. As in the case of the first formal meeting, (b)-(e) under Stage 1 above will apply.
– If the employee is found to have committed a disciplinary offence as a result of a Stage 2 meeting, the sanction will usually be a final written warning. A final written warning will give details of the complaint, the improvement required and the timescale. It will also warn that failure to improve may lead to dismissal (or some other action short of dismissal) and will refer to the right of appeal. A copy of this written warning will be kept on the employee’s file but will be disregarded for disciplinary purposes after six months, subject to achieving and sustaining satisfactory conduct or performance.
Stage 3 – Final Formal Meeting
– If there is sufficiently serious misconduct or still further misconduct or failure to improve performance, the employee will be invited to a third and final meeting in writing by a director of the employer, with at least two (2) working days’ notice. Again, at this stage of the disciplinary procedure, (b)-(e) under Stage 1 above will apply.
– If the employee has been found to have committed a disciplinary offence as a result of a Stage 3 meeting, the sanction may be dismissal or some other action short of dismissal, such as demotion, disciplinary suspension or transfer to another role if permitted by the employee’s contract of employment with the employer.
– Decisions taken under Stage 3 of this disciplinary procedure can only be taken by the HEAD OF SECURITY MANAGEMENT of the employer. If HEAD OF SECURITY MANAGEMENT takes the decision to dismiss as a result of a Stage 3 meeting, they will advise the employee in writing of the reasons for dismissal, the date on which the employment will terminate, practical arrangements on termination and the employee’s right of appeal.
– If the HEAD OF SECURITY MANAGEMENT takes the decision after a Stage 3 meeting to impose some sanction short of dismissal, the employee will receive details of the complaint, will be warned that dismissal could result if there is no satisfactory improvement, and will be advised of the employee’s right of appeal. A copy of the written warning will be kept on the employee’s file, but will be disregarded for disciplinary purposes after six months subject to achievement and sustainment of satisfactory conduct or performance.
– If an employee is accused of an act of gross misconduct, they may be suspended from work on full pay, normally for no more than five (5) working days, while the alleged offence is investigated by the employer.
– If, on completion of the investigation and a formal meeting, the employer is satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or payment in lieu of notice.
– The following is a non-exhaustive list of the type of offences which are normally regarded as gross misconduct, together with any other behaviours which in the reasonable opinion of the employer constitute gross misconduct:
– any form of dishonesty, including theft or fraud;
– physical violence or assault;
– deliberate damage to employer property;
– breaking any law, even outside of work, which could bring the employer into disrepute;
– incapacity under the Mental Health Act 1983;
– repeated or serious failure to follow reasonable instructions given by the employer or repeated or serious failure to comply with the terms of your contract of employment or the employer’s policies and procedures;
– discrimination, harassment, victimization or bullying of staff, customers, suppliers or other third parties;
– committing an act of arson;
– misusing confidential information acquired during and as a result of your employment;
– failing to devote all working time and effort to the employer or being disloyal to the employer whilst employed by it;
– a serious or repeated breach of the employer’s Health and Safety Policy;
– accepting bribes; and/or
– being under the influence of drink or drugs at work, so as not to be able to perform contractual duties.
– An employee will be advised about their right of appeal whenever a decision is made under this procedure. An employee who wishes to appeal against a disciplinary decision must do so in writing as directed by the employer when they are informed by the employer of the disciplinary decision, within five (5) working days.
– A manager who has not been involved with the process until this stage will invite the employee to an appeal hearing, where (b)-(e) under Stage 1 above will again apply. At the appeal hearing, any disciplinary penalty imposed will be reviewed or the case reheard, at the employer’s discretion.
– The employee will be informed in writing of the result of their appeal, usually within five (5) working days and the director’s decision on the appeal is final.
– If the employee appeals a dismissal, their employment will not continue whilst the appeal process is taking place. However, if the appeal is successful the employee will be reinstated with no loss of continuity of employment or pay.