Discipline: disciplinary measures – APPM

Any breach of discipline constitutes misconduct which may result in a sanction proportionate to the seriousness or repeated nature of the misconduct.

The seriousness of an offence is assessed on the basis of the circumstances in which it was committed and the nature of the duties performed by the employee concerned.

The offence is considered all the more serious where it jeopardises the safety and operation of the services.

The employer’s disciplinary obligations

To prioritise mutual respect in working relationships,
Set objectives and measure results responsibly,
To encourage staff learning and training,
To clarify each employee’s areas of responsibility and remit,
Prevent sexual and psychological harassment,

Staff disciplinary obligations

Comply with health, safety and hygiene guidelines at work,
comply with the working hours set by management,
carry out the work entrusted to them diligently, conscientiously and faithfully,
be familiar with their job description and follow it scrupulously,
to behave appropriately towards colleagues, customers and the employer’s business partners.
not to disclose to third parties any confidential facts, information, data or documents of which they may have become aware in the course of their employment,
make every effort to achieve the professional objectives set,
avoid behaviour that damages the employer’s reputation,

Prohibitions for staff

to bring onto or consume alcoholic drinks on the company’s premises,
to bring toxic substances or substances prohibited for consumption onto company premises,
to enter or remain on the premises whilst intoxicated,
refusing to work overtime or carry out authorised assignments,
to sleep at the workplace,
to spend working hours on activities unrelated to work,
to use the company’s equipment for personal purposes without authorisation,
to carry out, allow or instigate any act likely to disrupt the working environment,
to carry out, without authorisation, any other work that is detrimental to the purpose of their employment,
smoking outside the area explicitly designated by the employer.

Disciplinary procedures

Disciplinary measures against staff have two objectives: to educate the employee at fault and to deter colleagues who might be tempted to follow a bad example.

Before imposing any disciplinary sanction, the employer is required to issue a written request for an explanation, allowing a minimum of 48 hours for a response.

If the employee is unable to write, they may attend in person, accompanied by a staff representative, to give their version of events verbally.