ࡱ> loka {bjbj 84AbAb^ ^ 8&Dj,x:xxzxzxzxzxzxzx$zY}xx4x^xxxxpv!RXsJdxx0xs>9~;N9~v9~v& 2Yxxrx9~^ B :  QUEENS UNIVERSITY BELFAST Dismissal on Other Grounds Regulation (For Staff Grades 6/Ac1 and above) (Regulation Governing the Dismissal of Members of Staff on Other Grounds Pursuant to Statute XIII Part VI clause 17) 1. Introduction 1.1 This Regulation is established pursuant to Statute XIII Part VI clause 17. 2. Part I Application and Scope 2.1 The application and scope of this Regulation derives from that provided for in Statute XIII, and should give effect to, and be consistent with, the guiding principles set out in clause 2(1) of that Statute. 2.2 The provisions of this Regulation prescribe the procedures to be followed in order to dismiss members of staff on any ground falling within clause 3(2) of Statute XIII Part I, other than those covered by Parts II, III, IV and clauses 16 and 18 of Part V of that Statute, namely: (i) where the member of staff cannot continue to work in the position which he or she holds without contravention (either on his or her part or on that of his or her employer) of a duty or restriction imposed by or under an enactment; or (ii) Some Other Substantial Reason (SOSR) of a kind such as to justify the dismissal of a member of staff holding the position which he or she holds. For the avoidance of doubt, termination of employment under SOSR excludes dismissals for reason of capability, conduct or redundancy. 2.3 Meetings of any panels provided for hereunder shall be convened and conducted in accordance with the applicable provisions of Paragraph 8 of the Disciplinary Regulation. 2.4 Nothing in this Regulation shall prevent the University from informing and consulting with the relevant member of staff (or with appropriate member of staffs representatives) or from considering alternatives to dismissal prior to the commencement of, or during, the procedure set out hereunder. 3. Part II The Procedure 3.1 The decision to dismiss a member of staff for a reason set out in paragraph 1 above shall be taken in any particular case by a panel provided for in Statute XIII Part I clause 4. 3.2 Before such a decision is taken, the Head of HR Business Partnering (or nominee) shall convene a hearing by a panel and shall write to the member of staff, inter alia, setting out the issues to be considered, and to invite him or her to attend the hearing and of their right to be accompanied by a representative of a recognised trade union or University colleague, normally giving ten working days notice. 3.3 As soon as is reasonably practicable after the hearing, the panel shall reach a decision as to whether or not the member of staff should be dismissed. The Head of HR Business Partnering (or nominee) shall notify the member of staff of the reasons for the decision, in writing, normally within ten working days of the panel decision to which shall be appended, where appropriate, notification of his or her right to appeal against the decision pursuant to Statute XIII Part V clause.17(2). 4. Appeal 4.1 If the member of staff wishes to appeal against the decision of the panel, he or she may do so by writing to the People and Culture Director within ten working days of the date of notification of the panels decision, setting out in full the grounds for appeal. 4.2. Appeals under this Regulation shall follow the provisions of the Disciplinary Regulation under Statute XIII Part III 4.3 The Head of HR Business Partnering (or nominee) will notify the member of staff in writing, normally giving five working days notice of the hearing and of their right to be represented by a University colleague or representative of a recognised trade union. The appeal hearing should normally take place within twenty working days of the appeal being lodged. 4.4 At the hearing, the Panel will receive evidence from the appellant, line manager(s) and any relevant witnesses if it deems it appropriate. 4.5 The Appeal Panels reasoned decision will be issued by the Head of HR Business Partnering (or nominee) in writing and shall normally be provided to the appellant within ten working days of the decision being reached. The Panel may uphold or revoke the original decision and will recommend further action, if appropriate, to the People and Culture Director. 4.6 The decision of the Appeal Panel shall be final.     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