Northern Rock Building Society


Mission Statement

Northern Rock is a specialised lending and savings bank which aims to deliver superior value to customers and shareholders through excellent products, efficiency and growth.

Corporate profile

Northern Rock Building Society was formed on 1 July 1965 as a result of the merger of Northern Counties Permanent Building Society (established in 1850) and Rock Building Society (established in 1865). Northern Rock Building Society then merged with a number of small local building societies and, prior to its conversion to a public limited company in October 1997, was an amalgamation of 53 societies.

On 1 October 1997, Northern Rock listed on London Stock Exchange as public limited company. which authorised under the Banking Act 1987. This merger also establish of The Northern Rock Foundation. Which is an independent charitable body work as improve quality of life and tackle disadvantage in North East and Cumbria.

In February 2008, Northern Rock was nationalised by temporary public ownership. Northern Rock Foundation has been guaranteed a minimum income of £15 million per year in 2008, 2009 and 2010.

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Northern Rock is regulated by the Financial Services Authority.


Grievances are concerns problems or complaints that employees raise with their employer. There is no legally binding process that you and your employer must follow when raising or handling a grievance at work. However there are some principles you and your employer should observe. (ACAS, 2009)

Disciplinary Procedure

Company's disciplinary procedure helps to promote good employment relations as well as fairness and consistency in the treatment of employees.

It should be seen as way of helping and encouraging improvement amongst employees whose conduct or standard of work is unsatisfactory.

What are the main principles of discipline?

  • Investigation

Purpose of which is to gather all of the facts, not to come to any conclusions or make any decisions.

  • Discipline

Purpose of which is to review all of facts, review possible disciplinary outcomes and make a decision.

General Information

  • No formal disciplinary action will normally be taken against employee until the matter has been investigated.
  • Formal disciplinary action means a sanction such as demotion, verbal or written warning or dismissal. It does not include suspension.
  • Investigations will be conducted within a reasonable period.
  • At every stage in procedure employee will be advised of nature of complaint against employee and given opportunity to state case before any decision is made.
  • Employee will not normally be dismissed for first breach of discipline except in case of gross misconduct, when the penalty will be dismissal without notice or payment in lieu of notice.
  • Employee will have the right to appeal against any formal disciplinary action imposed.
  • Dismissals will only be conducted by Business Managers and above.
  • Formal Verbal Warning

A formal verbal warning for misconduct or poor performance will be given and details noted on employee personal file.

  • Final Written Warning

Where the formal verbal warning has not been heeded and any misconduct occurs again or misconduct or poor performance continue is serious enough to merit a final written warning itself, dismissal can be the result. Details of final written warnings will be noted on employee personal file.

  • Disciplinary Transfer, Demotion or Dismissal

Where a final written warning is not heeded and any misconduct occurs again, or poor performance continues or does not improve, the final step might be a disciplinary transfer to another division and/or demotion or dismissal. Dismissal, except in the case of gross misconduct, will be with appropriate notice.

Examples of Misconduct that may lead to disciplinary action

  • Insubordination and failure to obey instructions or perform work as required or defined.
  • Neglect or carelessness that results in the loss, damage, or destruction of the property of the Company or any other person.
  • Habitual lateness or absence without authority.
  • Leaving the job without permission whilst working.
  • Failure to maintain standards of production.
  • Failure to report personal injuries immediately to a manager.
  • Using obscene, vile or abusive language to fellow employees.
  • Harassment, victimisation, discriminating against and/or bullying any employee or customer on the basis of gender, age, marital status, sexual orientation, disability, race, colour, nationality, ethnic origin, religion or belief.
  • Failure to maintain acceptable standards of personal appearance.
  • Unprofessional conduct with respect to other employees or customers.
  • Conducting personal affairs/other business without authorisation whilst working.
  • Posting, defacing or removing notices without authorisation.
  • Inaccurate accounting.
  • Entering into external service contracts without the prior authorisation of the relevant reporting manager.

Examples of Gross Misconduct Resulting in Dismissal

  • Contravention of safety rules or failure to obey any instruction that could affect the safety of any employee or customer.
  • Fraudulent completion of Company accounts and/or other documents
  • Removing Company money without authority or failing to place Company monies immediately into safe custody
  • Making statements or disclosing to any person, including press, radio, television and media representatives, any information relating to the Company, its business or affairs, its customers or finances, or any of its trade secrets at any time during the continuance of your employment.
  • Reporting for work under the influence or using, possessing, receiving, consuming, dealing selling alcohol and/or drugs on the premises. This will not apply in the case of medicines prescribed by a medical practitioner
  • Abuse or failure to follow any of the Company's policies or procedures
  • Falsifying an application form or giving false information relating to your employment
  • Failing to comply with the requirements of the Data Protection Act
  • Seriously harassing, victimising, discriminating against and/or bullying any employee or customer on the basis of gender, age, marital status, sexual orientation, disability, race, colour, nationality, ethnic origin, religion or belief
  • Bringing the Company into serious disrepute
  • Breach of trust and confidence
  • Falsifying any clock card including using a clock card so as to record a time which has not been worked, making adjustments to hours worked or using the clock card of another employee
  • Damaging, destroying or removing without permission Company equipment or property, or that of fellow employees
  • Victimisation of employees making a disclosure under the Whistle blowing Procedure.
  • Conviction of an offence deemed by the Company to be serious

Appeal Procedure

Right to appeal against disciplinary action

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If employee are dissatisfied with any formal disciplinary action taken, employee have right to appeal against it by writing to line manager within 14 days of any decision.

Appeals may be raised on number of grounds; these grounds will be considered when deciding the extent of a new investigation and/or rehearing.

Appeals will be dealt with as promptly as possible taking into account operational requirements.

Company will nominate the person who will conduct appeal and employee will be advised of appeal meeting details once written request has been received.

Employee will normally be advised as to the outcome of an appeal within 14 days. Decision made following the appeal will be final.

Criminal Acts

What happens if employee commits a criminal act outside of work?

If criminal charges or conviction brought against employee and become known to Company, matter will be investigated and all the facts considered. Company may decide that employment cannot be continued and reserves the right to dismiss employee without notice in appropriate cases. In some situations it may be appropriate to suspend employee without pay pending the final outcome of a criminal hearing and Company reserves the right to do so in such circumstances.

Grievance Procedure

Who can employee speak to if have problem at work?

Company realises that from time to time employee may have work related problems or concerns about work, working environment or working relationships that employee wish to raise and have addressed. Grievance Procedure provides a mechanism for problems that cannot be resolved through informal discussions with manager. If employee feels he/she has such problem and have attempted to get it resolved through informal methods, employee should follow formal grievance procedure outlined below.

General Points

  • Formal grievances should be made in writing to immediate manager.
  • Grievance hearings will be conducted as promptly as possible taking into account operational requirements.
  • Company will nominate person who will investigate the grievance and will advise employee of the meeting details.
  • Employee will be advised of the outcome as soon as possible.

If an employee is not satisfied with the outcome of his/her meeting with the person the Company has nominated to hear the grievance, he/she can appeal. The decision made following the appeal will be final.

External Agencies

This policy does not restrict employees' rights to raise their concerns outside the Council (e.g. the Audit Commission, the Environment Agency, the Health and Safety Executive or the police), but is intended to facilitate speedy internal investigation and resolve employees' concerns, so that they do not feel the need to refer to external agencies.


  1. Disciplinary and grievance procedure by ACAS, 2009. ISBN 978-0-11-706728-8