Disciplinary Action and Trade Union Representation

Even in the best-managed and highly motivated groups of scientists, there are occasions when disciplinary action will need to be taken with some individual. 

A case of failure to meet performance criteria over a reasonable period of time will 

The same procedure will be followed if disciplinary action is required when a person fails to meet the general terms and conditions of employment, outside or beyond personal performance criteria, agreed with the company. 

In many cases disciplinary actions will involve discussion with the relevant trade unions. This will depend on many factors including whether unions enjoy full negotiating or representational rights with the company. In most countries of the EU such rights are enshrined in the Social Chapter but not all countries are signatories to this part of the treaty. Negotiations with trade unions will be lead by the HR function. A Manager needs to be aware of the procedures to be followed within the company and not take unilateral action. 

The last few years has seen a significant growth in the use of fixed term and personal contracts, where the reward is not governed by collective bargaining [A-4]. There are many reasons for a company wishing to use fixed term contracts and a few in R D are given below. 

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