Presentation Slides presented during our Breakfast on Monday 2nd June. Subjects covered in this presentation were 'Stress Free HR' by Su Willmott and 'Branding Guidelines' by Steve Pitt

1. Welcome
To everyone

2. TLC Business Networking Ltd
Welcomes
Su Willmott
Action HR Ltd

3. Sue Wilmott
presents
Disciplinary Procedures
The ‘How To’ Guide

4. The Code was issued under section 199 of the Trade Union and
Labour Relations (Consolidation) Act 1992. It came into effect on the
6 April 2009
Failure to follow the Code does not, in itself, make an employer liable
to proceedings but tribunals will take the Code into account when
considering relevant cases and are able to adjust any awards made in
relevant cases by up to 25% for unreasonable failure to comply with
any provision of the Code.
Basically employers need to be ‘reasonable’ in how they deal
with disciplinary matters in the workplace and ensure that they
follow some sort of procedure which is applied to all workers
fairly and consistently.

5. The guide suggests that all employers keep a written record of any
disciplinary or grievance cases they deal with. This can come in
handy should a case result in a claim.
It’s imperative that employers maintain records and ensure that the
actions they take are clear, concise and consistent.
The Code does not apply to redundancy dismissals or when coming
to the end of a fixed term contract. However separate procedures are
applicable (Section 139 of the Employment Rights Act 1996) when
dealing with redundancies in the workplace.
The procedures should be in writing and be clear so that all parties
understand what will happen during a disciplinary process.
Management should understand how to handle the Company’s
disciplinary procedures.

6. Employers and employees should raise and deal with issues
promptly. It’s important that if an employer has an issue with an
employee that they are informed as soon as possible and especially
if the employer wishes to take disciplinary action against the
employee.
Timeframes are not provided by the Code but suggests that
meetings, decisions, and confirmation of decisions should not be
unreasonably delayed.
It’s important to ensure that a full investigation is completed where
necessary in order to gather the facts of the case. This may include
interviewing others that may have witnessed any incidents etc.

7. It’s important when completing an investigation that you get all the
relevant facts and write them down. Statements should be signed by
the person being questioned and dated.
Wherever possible it should not be the same person handling the
investigation as the one who will be taking the disciplinary hearing.
Meetings convened under the investigative stage do not form part of
the formal process and as such employees do not have the right to
be accompanied. However minutes should be taken so they can be
utilised at any subsequent disciplinary hearing.

8. If the matters are serious enough it may warrant the employee being
suspended from work whilst the investigation is conducted.
Ideally this will be done in a face-to-face meeting followed up
with a letter. It should be made clear that the suspension is not a
disciplinary sanction and that it does not indicate that the employer
has made any decision regarding the allegations made against the
employee. It should be confirmed how long the employer anticipates
the suspension will last, the employee’s rights and obligations and
who their point of contact will be during the period of suspension.
As soon as possible they should be invited to return to company
premises to take part in an investigative meeting where the evidence
is shown to them and they are asked for their version of events.
Questions can be prepared by the investigating officer
and asked at this meeting.
It’s then up to the investigating officer to take all of the evidence
and determine whether or not there is a case to answer. If he/she
feels that there is sufficient evidence to proceed further then the
employee should be invited to a formal disciplinary hearing.

9. It’s important that the employee is provided with the invitation to
attend a hearing in writing with all of the relevant evidence that will
be utilised during the meeting e.g. copies of witness statements,
internal records, photographs etc.
If they have been suspended from work then the employee should
also be released from any instructions not to contact fellow
employees which may have been applied during the investigation.
This is to allow them an opportunity to find an accompanying person.
The chosen companion may be a fellow worker, a trade union
representative, or an official employed by a trade union. A trade
union representative who is not an employed official must have been
certified by their union as being competent to accompany a worker.

10. Workers have a statutory right to be accompanied by a companion
where the disciplinary meeting could result in:
A. a formal warning being issued;
B. the taking of some other disciplinary action; or
C. the confirmation of a warning or some other disciplinary action
(appeal hearings)
It is normal practice for this right to be exercised by the worker but
it’s good practice to include this right in your written disciplinary
and grievance procedures.

11. It’s highly recommended that when you are considering issuing a
formal warning of any kind, and once you have discussed the matter
fully and all evidence has been reviewed, that the meeting is closed
so that the employer can consider their decision.
A letter informing the employee of the employer’s decision should be
issued and wherever possible the employer should detail how they
arrived at their decision. The letter should then provide details of
the level of warning i.e. first or final and the length of time that the
warning will be active e.g. 6 months and 12 months respectively.
Many employees believe that if they have a case of gross misconduct
to deal with they are within their rights to dismiss immediately. This
is not the case, in all circumstances the procedures outlined today
must be followed.

12. Letters sent to the employee confirming the issue of either a warning
or dismissal should always include the right of appeal.
The employee should request an appeal and inform the employer of
the grounds for their appeal in writing.
The appeal should be dealt with wherever possible by a manager who
has not previously been involved in the case.
Yet again, employees have the right to be accompanied at an appeal
hearing and when completed informed in writing of the decision as
soon as practicable.

13. Any Questions?

14. Thank you
Su WiLlmott
Action HR Ltd

15. YourStaff
(or colleagues)
and
your brand...

16. Write down...
your vision...
your mission...
your values...

17. Think about...
your
“tone of voice”...

18. Your logo...
your brand...
defend it!

19. One Font is the same as...
Another...
Another...
Another...
Another...

20. Blue is blue is blue...

21. All in one document...
This is a guide to any supplier or employee that is creating any form of communication, external
or internal relating to the mtt brand.
We’ve thought carefully about design and tone that mtt wants to reflect in its brand. To help mtt
maintain a consistant look and feel to its brand, please refer to this style wherever possible...
Contents
Vision – strategic objective
Mission – strategic purpose
Global v local balance of interests
Values
Tone of voice
Visual guidelines
Brand elements
Colour Palette
Typography
Vision – Strategic Objective
To provide translation perfection with world-class service.
Mission – Strategic Purpose
To provide language solutions in all languages in three key fields (engineering / technical, PR marketing
and legal) using approved mother – tongue professionals.
We will delight customers in terms of delivery, accuracy and service and be their first choice for all their
language requirements
We will provide a fun environment for staff, where training and career development are a priority and where
environmental concerns are taken seriously.
Global v local balance of interests
We are not a major multi-national company, looking to work with big brands for low return. We prefer to
work for clients where our professional service and in-depth knowledge of our translators and their subjects
is appreciated.
We enjoy being based in beautiful Worcestershire and are also proud of our heritage from the industrial
Black Country.
We deal with people from all across the UK and indeed from right around the world, but our heart is local,
supporting local businesses, schools and charities on a regular basis.
Values
Professional, Approachable, Knowledgeable, Honest
Tone of voice
Approachable and helpful, offering assistance and support. Informative, quietly confident, not over effusive.
More than occasionally fun!
the mtt style guide
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
Visual guidelines
The primary goal of the mtt brand is to appear clean, unclutt ered and to maintain a visual ‘fl ow’.To ensure a consistent brand identi ty, a general collecti on guidelines is suggested: The brand should appear ideally with a pure white background. The word mtt should appear in lowercase. Boxes used within branding should be square corners (not round). Bullets are round yellow circles No elements of the logo may be recreated, deleted, cropped, or reconfi gured. Minimum clearspace to be maintained around the logo.
Logo artwork MUST be uniformly scaled. Non-uniform scaling distorts the proporti ons of artwork and the relati onship between the icons and lett erforms. Logo ideally should always appear upright. Logo artwork may only be reproduced directly from a digital fi le. It should never be reproduced from previously printed materials.
A white box around the logo is preferred when placed on a dark background and do not reproduce the logo in colors other than those specifi ed in these guidelines.
Brand elements — The Logo
Alway appears as a complete item — DO NOT delete any element from logoFull colour version Greyscale version Mono version
(and minimum recommened clearspace) (and minimum size 20mm width)
Brand elements — The Strapline
Wherever possible appears in line and below the logo
Full colour version Mono version
Brand elements — The Highlighters
The yellow box is a feature that runs thorughout the branding. Always to the left and bleeding off the left alongside the main heading or photo. No set size but usually a long rectangle.
the mtt style
Brand elements — The Break line
The yellow dott ed line is a feature that is used to break text or to fi nish text. Generally to the column width.
Brand elements — The Sign off
The yellow text in a blue box is a feature that is reserved for a Call to acti on.
the mtt style guide
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
X
X
X
X
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Call now ...
the mtt style guide
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
translation perfection
Triple guaranteed translation into any language
Triple guaranteed translation into any language
Phone: +44 1562 748 778Fax: +44 1562 829 563 E-mail: mtt@midlandtechnical.co.ukWeb : www.midlandtechnical.co.ukMidland Technical Translations (UK) LimitedRegistered Offices:
112-113 Coventry Street, KidderminsterWorcestershire DY10 2BH United KingdomDirector S H Clark B.A., M.I.L. • Registered in England No. 4930542
VAT Registration Number GB 819 4060 31
Visual guidelinesBrand elements — Colour pallette The mtt brand is made up from two colours. Blue is the primary colour, the gold is the an accent colour used
to compliment the blue, but the blue must be the dominant colour.
Brand elements — TypographyThe mtt brand has a primary typeface of Calibri. Bold is used for headings — Regular for body copy. Italic
versions can be used for additional emphasis. Always ranged left, ragged right. Calibri Regular
ABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz
The quick brown fox jumps over the lazy dogCalibri Italic
ABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz
The quick brown fox jumps over the lazy dogCalibri Bold
ABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz
The quick brown fox jumps over the lazy dogCalibri Bold Italic
ABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz
The quick brown fox jumps over the lazy dogAdditionally the mtt brand has a secondary typeface of Caflisch Script. Used for the strapline and other more
infomal short sections of text.
Caflisch Script
ABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz
The quick brown fox jumps over the lazy dog
These guidelines are to help maintain the mtt visual identity — if you have any more questions, contact us...
CMYK
C=100 M=95 Y=25 K=0
CMYK
C=0 M=40 Y=100 K=0
RGB
R=46 G=58 B=126
hex #2e3a7e
RGB
R=250 G=166 B=26
hex #faa61a