Exhibit 10.54


 


A MARK OF *** IN THE TEXT OF THIS EXHIBIT INDICATES THAT CONFIDENTIAL
MATERIAL HAS BEEN OMITTED. THE EXHIBIT, INCLUDING THE OMITTED PORTIONS, HAS
BEEN FILED SEPARATELY WITH THE SECRETARY OF THE SECURITIES AND EXCHANGE COMMISSION
PURSUANT TO AN APPLICATION REQUESTING CONFIDENTIAL TREATMENT UNDER RULE 24b-2
OF THE SECURITIES EXCHANGE ACT OF 1934.


 


DIRECTOR’S AGREEMENT


 


DATE:
17 June 2008


 


PARTIES:


 


(1)                                 LECG Limited, a company registered in England and Wales
(registered number: 3348622) whose office is currently located at Davidson
Building, 5 Southampton Street, London WC2E 7HA (the “Company” or “LECG”); and


 


(2)                                 Richard Boulton of Waterton, Cleardown,
Woking, Surrey, GU22 7HH (the “Director”)


 


1.                                      COMMENCEMENT AND JOB TITLE


 


The
employment of the Director as a director expert of the Company under the terms
of this Agreement shall be effective from 1 January 2008 (the “Commencement
Date”). Your period of continuous employment with Company is unaffected by this
Agreement. It commenced on the date stated in your previous contract of
employment with the Company (“the Employment”) and shall continue until
terminated by either you or the Company giving to the other the prior notice in
writing as set out in Clause 9. The Director shall not, unless otherwise
agreed, be appointed to the Board of Directors of the Company.


 


This
Agreement does not modify any of the remuneration or other provisions of the
FAS Group Management Agreement dated 12 September 2007 and the FAS Group
Management Agreement will continue to govern Boulton’s rights and obligations
as Global Head of Financial and Accounting Services for LECG.


 


2.                                      SERVICES


 


The
Company recognises that the Director is also a self-employed barrister at One
Essex Court, Temple, London (“Chambers”), in which capacity he is periodically
retained to advise on various commercial matters and to act as an expert. The
Company agrees that such arrangements are acceptable. The Director will seek to
utilise the resources of the Company to assist him in engagements where he is
retained as an expert or economic consultant through Chambers.


 


Subject
to the above, the Director agrees to perform and bill all his professional
consulting activities exclusively through the Company. The Director shall
develop his own expertise and consulting practice in association with the
Company and the Director agrees that for any engagements that he obtains with
any person or entity, private individual or Government bodies, he will only
utilise the services of the staff of the Company to assist the Director with
such engagements. The Company will make available to the Director in its office
in London support staff located there. A Managing Director at the London office
of the Company (a “Managing Director”) shall assign support staff to the Director’s
projects. In the event that the Director requires support staff located at
other Company offices the Director shall seek the assistance of a Managing
Director, or the office director at that office.


 


The
parties expect the professional fees for services provided by the support staff
of the Company in the projects of the Director to be***.


 

















 


Prior
to the Director accepting any engagement or project, the Director agrees to
comply with the Company’s standard contracting policy. Under this policy, all
contracts should be signed by a Managing Director or a Senior Managing Director
of LECG prior to being sent to the client, and all engagements should have an
agreed contract prior to work commencing.


 


The
Office’s normal working hours shall be 0900 to 1800 hours Monday to Friday;
however, the Director shall be expected to work such hours that are necessary
for the full and proper performance of his duties under this agreement. The
Director acknowledges that he shall not receive any additional hours in lieu of
hours worked on a weekend or public holiday.


 


The
parties agree that the nature of the Director’s position is such that the
Appointment falls within the scope of Regulation 20 of the Working Time
Regulations 1998. If for any reason the Appointment does not fall within the
scope of Regulation 20 of the Working Time Regulations 1998, the Executive
nevertheless acknowledges that he may be required on some occasions to work for
more than 48 hours a week and by entering into this Agreement he accepts that the
48 hour limit on the working week stipulated in the Working Time Regulations
1998 will not apply to him. The Director must give three months’ written notice
to the Company if he wishes to revoke this acknowledgement.


 


3.                                      REMUNERATION


 


The
Director’s remuneration (“Remuneration”) shall be calculated in accordance with
this Clause by adding:


 


Annual Salary paid in 12 equal monthly installments


 


Expert
Model Bonus calculated as the sum of Fee Pass-Through Earnings (determined as
described below) and Project Origination Earnings (determined as described
below) less Salary


 


The
Company reserves the right to modify its policies and procedures in relation to
remuneration as circumstances may require in the future. The Director shall be
advised of any such changes prior to their implementation.


 


Fee Pass-Through Earnings


 


Fee
Pass-Through Earnings shall be calculated as follows:


 


For
engagements or projects that the Director refers to the Company through his own
exclusive efforts or jointly with other experts or staff of the Company (being
thereby designated the Originator or Co-originator for that engagement), the
Director shall be credited with *** (the “Pass-Through Rate”) of his billing
rate for the number of hours invoiced and collected by the Company on that project.


 


In
all other circumstances the Director shall be credited with *** of his billing
rate for the number of hours invoiced and collected by the Company.


 


The
Company shall apply its standard policies concerning write-downs, bad debts and
collections. Copies of these policies are available on request. The Company
reserves the right to alter and amend these policies from time to time and
shall advise the Director of any such amendments.


 


Project Origination Earnings


 


Project
Origination Earnings shall be calculated as follows:


 


In
respect of any engagements for which the Director is the Originator, the
Director shall be credited with **** of the total collected professional staff
billings on that engagement, net of (i) all expenses, (ii) the
Director’s own professional fees (if any), and (iii) the fees of other
Directors, Principals and Affiliates of the Company working on the
engagement/project.


 


In
respect of any engagements for which the Director is the Originator, the
Director shall be credited with *** of the total collected billings of other
Directors, Principals or Affiliates of the 


 

















 


Company
on that engagement provided that those Directors, Principals or Affiliates are
not themselves designated as Co-originators of that project, and provided that
their Pass Through Rate on that engagement is reduced by *** from the maximum
otherwise available.


 


For
engagements originated by the Director in combination with other Directors,
Principals or Affiliates of the Company the origination fee percentage used to
calculate each originating party’s Project Origination Earnings will be divided
appropriately among the individuals involved but such that the percentage share
will in all cases be no lower than *** Directors are encouraged to reach their
own agreements regarding the apportioning of the origination credit with other
LECG professional staff involved in originating an agreement. The Chief
Executive of LECG Corporation will resolve any disputes concerning the
apportioning of the origination credit.


 


4.                                      PAYMENT OF REMUNERATION


 


From
the Commencement Date of this Agreement the Director will receive a salary of
£600,000 which will be paid subject to deduction of income tax and national
insurance contributions monthly in accordance with the Company’s ordinary payroll
policies.


 


At
the end of each calendar year the Company shall within 60 days calculate
Remuneration earned during that period. If Remuneration during that period
exceeds the Salary for that period the Director shall, subject to Clause 6, be
paid the difference, after deduction of income tax and national insurance
contributions.


 


Signing Bonus


 


LECG
has paid the Director a one-time signing bonus of £145,000 in 2005.


 


Payment
of this signing bonus assumes that the Director will continue in the employment
of LECG for a period of at least four (4) years commencing 1 January 2005.
If the Director voluntarily terminates the Agreement with LECG or LECG
terminates the Director’s employment due to circumstances amounting to gross
misconduct during the first four (4) years of the Agreement, he will repay
to LECG a proportion of the signing bonus received, forgiven at 1/48 per month
after the payment of the bonus or any portion thereof, upon his departure. If
the Director leaves in response to a repudiatory breach of contract by LECG, no
such repayment will occur.


 


Deductions


 


The
Director agrees that during his employment and in the event of his departure
from LECG, LECG is authorised to deduct from Remuneration any amounts the
Director owes to LECG.


 


5.                                      BENEFITS


 


The
Director will be entitled to be provided with health care and income protection
benefits afforded to all employees. At the date of this Agreement the benefits
provided are participation in the Company’s private health care scheme, upon
completion of the required eligibility waiting period, and the long term
disability scheme and death in service cover set at the “free cover limit” of
the Death in Service Policy covering LECG UK personnel (Le. the maximum cover
provided under the policy without a requirement for a medical examination). Each
of these benefits is provided subject to the terms and conditions of the
applicable insurance policy in force and may be varied or withdrawn on not less
than one week’s notice in writing being given to the Director. In addition, the
Director may make personal contributions to the LECG Group Personal Pension
Scheme. No contracting out certificate for the purposes of the second state
pension is in force.


 


6.                                      SICK LEAVE


 


If
the Director is absent from work because of sickness, an absence record form
must be completed within seven days of the commencement of the period of
absence. A medical certificate signed by a registered medical practitioner as
to the reason for absence must be handed or sent to the Director -International
Operations if the Director is absent for a period of seven days or more. A new
medical certificate must be submitted for each week of absence thereafter.


 

















 


7.                                      TERM


 


The
Director will be employed by the Company from the Commencement Date until this Agreement
is terminated by either party giving not less than 90 days’ written notice,
provided that the Company may terminate the Director’s employment without
notice in the case of gross misconduct or other circumstance justifying summary
dismissal.


 


In
the event of the Director terminating this Agreement, he shall give such
written notice to the Managing Director.


 


Upon
termination of this Agreement, the Director agrees that he will no longer state
on any marketing material used by him that the Director is an employee of the
Company.


 


Upon
termination of this Agreement, Fee Pass-Through Earnings and Project
Origination Earnings shall be credited to the Director in respect of services
provided up to the date of termination, provided and to the extent that the
associated fees are subsequently collected from clients.


 


The
Company may suspend the Director on full pay from his employment to enable a
full investigation into any disciplinary matter to be carried out or if it is
otherwise appropriate to do so.


 


The
Company reserves the right during any notice period or period of suspension,
subject to the continuation of payment of the Director’s salary and benefits,
to require the Director not to attend the Company’s premises and/or not to
undertake all or any of his duties hereunder for all or any part of the period
of notice (whether given by the Director or the Company) (“Garden Leave”). During
any period of Garden Leave, the Company may require the Director not to have
any contact with any employees, agents, suppliers, customers or clients of the
Company and/or any Group Company or, at its option, to require the Director to
attend work and undertake any other reasonable duties.


 


The
Company reserves the right to pay the Director Remuneration in lieu of any
notice of termination of employment (or part thereof) which either party is
required to give. For the avoidance of doubt, where the Director receives pay
in lieu of notice, he will not be entitled to any additional compensation in
respect of any holiday which would otherwise have accrued during his notice
period (or part thereof).


 


8.                                      CONFIDENTIALITY


 


The
Director agrees that during and after the termination of the Agreement, all
documents and information in whatever form (e.g., hard copy, microfilm,
microfiche, computer and electronic files), prepared by him, or obtained from
any client, any employee or other affiliate or independent contractor of
Company in connection with the operations of Company or the services provided
under this Agreement (“Proprietary Information”), are and shall be kept
strictly confidential, and shall not be disclosed except as required by law. If
disclosure is required by law, Director agrees to notify LECG’s General Counsel
as soon as is practical prior to making a disclosure. All Proprietary
Information belonging to the Company and/or any of its clients shall remain the
property of the Company or the client, respectively. Upon the Termination Date,
the Director will immediately discontinue use of the Proprietary Information
and will not remove any Proprietary Information from the Company’s offices or
from any other place where the Proprietary Information is located unless the
Chief Executive of LECG Corporation has received a written request from a
client for whom the Company has rendered consulting services that the client’s
Proprietary Information, specifically identified, be transferred to the
Director or any other person or entity. Upon receipt of such a client request,
the Company will release as soon as practicable the relevant client Proprietary
Information as directed by the client.


 


The
Director further agrees that upon the termination of the Agreement with the
Company he will assist the Company, at no cost to the Company, in obtaining
payment of any outstanding balances owed to the Company by any clients he was
responsible for billing that request the transfer of its Proprietary
Information to the Director.


 


9.                                      RESTRICTIONS


 


The
Director agrees that he will not directly or indirectly on his own behalf or on
behalf of or in conjunction with any person:


 

















 


without
prejudice to his implied obligations of loyalty and fidelity, during the term
of this Agreement, solicit or induce, or cause others to solicit or induce, any
person employed by or acting as an independent contractor to or any client of
the Company, and/or any Group Company, to terminate his/its relationship with
the Company and/or any Group Company, whether or not that would involve any
breach of contract by that person or client.


 


for a one (1) year period after the Termination Date:


 


solicit
or induce, attempt to solicit or induce or cause others to solicit or induce,
any Key Person or any client to terminate his/its relationship with the Company
and/or any Group Company, whether or not that would involve any breach of contract
by that person;


 


employ,
engage or otherwise retain or cause others to employ, engage or otherwise
retain any Key Person, whether or not that would involve any breach of contract
by that person;


 


Each
of the restrictions contained in Clause 11.1 above is a separate and distinct
undertaking and for the avoidance of doubt is not intended to prevent the
Director from performing consulting services following the Termination Date
except to the extent that the provision of such services would constitute or involve
any breach of any of those restrictions.


 


The
period of restraint on the Director’s activities after the Termination Date
imposed pursuant to Clause 11.1 above shall be reduced by any period of Garden
Leave served by the Director after notice is given (whether by the Company or
by the Director).


 


10.                               GENERAL PROVISIONS


 


This
Agreement is personal between the Company and the Director and the Director may
not assign or transfer any duties, rights or interests created under this
Agreement without the prior written consent of the Company. Nothing in this
Agreement is intended to confer on any person any right to enforce any terms of
this Agreement which that person would not have had but for the Contracts
(Rights of Third Parties) Act 1999.


 


This
Agreement contains the entire agreement of the parties for the provision of
Expert Services. It may not be changed by oral agreement but only in writing
signed by both parties and in the case of the Company no such agreement shall
be binding upon it unless signed by an authorised representative of the
Company.


 


This
Agreement supersedes any previous agreement between the parties for the
provision of Expert Services in relation to which it represents the entire
understanding between the parties.


 


There
are no collective agreements applying to this Agreement.


 


Equal Opportunities -The Company is committed to equal employment opportunity, both in
principle and as a matter of corporate policy. This commitment applies to all
persons involved in the operations of the Company and prohibits employment
discrimination based on race, colour, national origin, ancestry, citizenship
status, religion, creed, physical or mental disability, medical condition,
marital status, sex, sexual orientation, age or any other basis protected by
law.


 


Independence of Work -The Director will be responsible for all services he provides to
clients and all opinions and reports which he issues will be his and not the
opinions or reports of the Company.


 


Disciplinary and Grievance Procedures -If it appears that an act of misconduct has
been committed by the Director, the Disciplinary Procedure contained in this
Agreement as Schedule 1 (or such Disciplinary procedure as may subsequently be
substituted therefore by the Company) will be followed, with such modifications
as appear to the Company to be necessary or desirable in the circumstances of
the case. If the Director has a grievance relating to this Agreement with the
Company he shall raise it in the first instance with the Managing Director. For
the avoidance of doubt, these procedures do not form part of your contract of
employment.


 

















 


Interpretation
-For the purposes of this Agreement, the following words have the following
meanings:


 


“client”
means any person who at the Termination Date, has the Company and/or any Group
Company under a retainer, is considering a tender or other proposal for
services submitted by any Group Company and/or any of its or their directors,
officers, employees or independent contractors on a project or matter, or has the
Company and/or any Group Company and/or any of its or their directors,
officers, employees or independent contractors working on a matter without a
formal retainer arrangement.


 


“Group
Company” means any parent undertaking of the Company and any subsidiary
undertaking of the Company or any such parent undertaking and any other
undertaking which is a company having an ordinary share capital (as define~ in Section 832
of the Income and Corporation Taxes Act 1988) of which not less than ·200/0 is
owned directly or indirectly by the Company or any parent undertaking of the
Company or any subsidiary undertaking of the Company or any such parent
undertaking, applying the provisions of Section 838 of the Income and
Corporation Taxes Act 1988 in the determination of ownership.


 


“Key
Person” means any director, officer or employee of or any independent
contractor to the Company and/or any Group Company who is employed or engaged
by the Company and/or any Group Company on the Termination Date as a Director,
Principal, Senior Managing Consultant, Managing Consultant, Consultant or in an
executive or managerial capacity and with whom the Director had dealings during
the course of his employment at any time during the Relevant Period.


 


“Relevant
Period” means the 12 months immediately preceding the Termination Date.


 


“solicit”
includes, but is not limited to, any contact with a client, director, officer
or employee of or independent contractor to the Company and/or any Group
Company for the purpose of inducing change (that is adverse to the Company
and/or any Group Company) to their business relationship with the Company
and/or any Group Company.


 


“Termination
Date” means the date on which this Agreement and the Director’s employment ends
for whatever reason and whether or not due notice has been given by either
party.


 


“undertaking”;
“parent undertaking” and “subsidiary undertaking” respectively shall have the
meanings given to those terms under Sections 258 and 259 of the Companies Act
1985.


 


References
in this Agreement to a person include a body corporate and an unincorporated
association of persons and references to a company include any body corporate,
words denoting a singular number only shall include the plural and vice versa
and the masculine gender shall include the feminine and vice versa.


 


11.                               HOLIDAYS


 


The
Director is entitled to the following paid holidays:


 


·                  English
Public holidays


 


·                  25
working days holiday in each holiday year accumulating at a rate of 6.25 days
per 3 months or part thereof completed employment.


 


The
holiday year is a calendar year from 1st January to 31 December and
you are expected to normally take your holidays during this calendar year.
However, you will be permitted to carryover a maximum of 5 days’ unused holiday
entitlement into the following holiday year, provided that these are taken by
the end of March of that year.


 


Failing
to do so you will lose the entitlement and there is no cash compensation from
the company.


 


If
you leave our employment with an outstanding holiday entitlement, you will, in
addition to any other sums to which you may be entitled, be paid a sum
representing salary for the number of days holiday entitlement outstanding
(payment in lieu of time off). if you leave our employment having taken more
than the accrued holiday entitlement for the current holiday year then a sum
equivalent to salary for the additional holiday taken will be deducted from any
final payment to you and the 


 

















 


balance
will be paid to you. A day’s holiday pay for these purposes will be 1/260 of your
annual basic salary.


 


12.                               COMPANY POLICIES


 


The
Director has been supplied with and acknowledges receipt of the policies
referred to in this Agreement (the “Policies”). The Company reserves the right
to amend the Policies from time to time, which may affect the services the
Director is providing under this Agreement. Any changes in any Policy will be
notified to the Director prior to their implementation.


 


13.                               CONFLICTS OF INTEREST


 


In
order to avoid potential conflicts of interest with services and/or work
performed by the Company, the Director agrees to follow the Company’s conflicts
policy and procedures prior to providing the services under this Agreement.


 


14.                               DATA PROTECTION


 


The
Director for the purposes of the Data Protection Act 1998 consents to the
processing of all or any personal data (in manual, electronic or any other
form) relevant to his employment with the Company. Processing includes but is
not limited to obtaining, recording, using and holding data and includes the
transfer of data to any country either inside or outside the EEA.


 


15.                               NOTICES


 


Any
formal communication under or in connection with this Agreement may, in the
case of the Company, be delivered by hand or sent by mail or facsimile to the
Company at its registered office for the time being. In the case of the
Director, it may be delivered to him by hand or sent by first class or
equivalent post, airmail or facsimile to his usual or last known place of
residence.


 


Any
formal communication under or in connection with this Agreement will be deemed
to have been served:


 


·                  if
delivered, at the time of delivery;


 


·                  if
posted, at 10.00 am on the second working day after it was put into the post;


or


 


·                  if
sent by facsimile, at the expiration of two hours after the time of dispatch,
if dispatched before 3.00 pm on any working day, and in any other case at 10.00
am on the working day following the date of dispatch.


 


In
proving service it will be sufficient to prove that delivery was made or that
the envelope containing the formal communication was properly addressed and
posted as a pre-paid first class or airmail letter or that the facsimile
message was properly addressed and dispatched as the case may be, unless the
party for whom the communication was intended can prove non-delivery, in which
case the communication will be deemed to have been served when it was first
received by the party for whom it was intended.


 


16.                               GOVERNING LAW AND ARBITRATION


 


This
Agreement is subject to English law.


 


In
the event of any difference or dispute arising between the parties out of or in
connection with this Agreement, the parties shall negotiate in good faith to
resolve such difference or dispute by agreement but if no such agreement has
been reached within 14 days after the difference or dispute was first notified
by one party to the other in writing (“the End Date”), the said difference or
dispute shall be referred to a single arbitrator to be agreed upon by the
parties or in default of agreement within 14 days after the End Date to be
nominated by the Director General for the time being of the Chartered
Institution of Arbitrators in accordance with the Arbitration Act 1996 or any
statutory modification or re-enactment of it for the time being in force.


 

















 


The
condition above shall be without prejudice to the right of the Company and/or
any Group Company to apply to the High Court of Justice in England or to any
other appropriate Court or Tribunal for an injunction or other appropriate
interim or final relief if it reasonably considers that it will suffer
irreparable harm before any interim or conservatory measure could be taken or
that no adequate remedy would be available in an arbitration as above and the
parties irrevocably submit to the non-exclusive jurisdiction of the High Court
of Justice in England for this purpose.


 


AS
WITNESS the hands of, or on behalf of, the parties the day and year first
before written


 


 


	
  SIGNED
  for and on behalf of LECG Limited

  	
  /s/
  Chris Osborne

  
	
   

  	
   

  	
  Managing
  Director

  
	
   

  	
   

  	
   

  
	
  Date:

  	
   

  	
  17/6/2008

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  SIGNED by Director:

  	
   

  	
  /s/
  Richard Boulton

  
	
   

  	
   

  	
   

  
	
  Date:

  	
   

  	
  18/7/2008

  



 

















 


SCHEDULE
1


 


Disciplinary
Procedures


 


Purpose
and Scope


 


This
procedure is designed to help and encourage all employees to achieve and
maintain standards of conduct, attendance and job performance. The rules detailed
below apply to all employees. The aim is to ensure consistent and fair
treatment for all.


 


Principles


 


(i)                                   No disciplinary action will be taken against
an employee until the case has been fully investigated by the Company.


 


(ii)                                At every stage in the procedure the employee
will be advised of the nature of the compliant against him/her and will be
given the opportunity to state his or her case before any decision is made.


 


(iii)                             The employee will have the right to be
accompanied by a work colleague during disciplinary interviews.


 


(iv)                            No employee will be dismissed for a first
breach of discipline and employees will initially be spoken to on an informal
basis except in the case of gross misconduct when the penalty will be dismissal
without notice.


 


(v)                               An employee will have the right to appeal
against any disciplinary penalty imposed.


 


(vi)                            The procedure may be implemented at any stage
if it is felt that the employee/s misconduct warrants such action.


 


The Procedure


 


The
Company reserves the right not to adhere to all stages of the procedures laid
down.


 


Stage 1-First Written Warning


 


If
conduct or performance does not meet acceptable standards, you will normally be
given a formal Verbal Warning which will be confirmed in writing. You will be
advised of the reason for the warning, that it is the first stage of the
disciplinary procedure and of your right to appeal.


 


Stage 2-Second Written Warning


 


If
the offence is a serious one, or if a further offence occurs, a Written Warning
will be given. This will give details of the complaint and the improvement
required within a specified time and will advise of the right to appeal. It
will warn that action under Stage Three will be considered if there is no
satisfactory improvement. A copy of this Written Warning will be kept on your
personal record but will be disregarded for disciplinary purposes after 12
months subject to satisfactory conduct and performance.


 


Stage Three —Dismissal


 


If
conduct or performance is still unsatisfactory and the employee still fails to
reach the prescribed standards or if the offence is considered serious enough,
dismissal will normally result. However, the Company reserves the right to
impose sanction other than dismissal, e.g. demotion and suspension.


 


Gross Misconduct


 


The
following list provides some examples of offences which are normally regarded
as gross misconduct and which would be dealt with at Stage Three of the
disciplinary procedure. This list is not exhaustive: ­


 


·                  Theft


·                  Fraud


·                  Deliberate
falsification of records


·                  Violence
towards other persons or the use of insulting language or behaviour generally


 

















 


·                  Assault
on another person


·                  Deliberate
damage to company property


·                  Incapability
through alcohol or the use of illegal drugs


·                  Serious
negligence causing unacceptable loss, damage or injury


·                  Serious
act of insubordination


·                  Disclosure
of confidential information


·                  Breach
of any established rule or procedure laid down by the Company


·                  Refusal
or failure to obey a lawful and reasonable instruction given in a proper manner
by a member of management.


 


If
you are accused of an act of gross misconduct, you may be suspended from work
on full pay while the Company investigates the alleged offence. If on
completion of the investigation and the full disciplinary procedure, the
Employer is satisfied that gross misconduct has occurred, the result will
normally be summary dismissal without notice but the Company reserves the right
to impose any other sanction appropriate in particular circumstances.


 


Unsatisfactory Performance, Attendance or Conduct


 


The
following list provides some details of misconduct which would normally be
dealt with at either Stage One or Stage Two of the disciplinary procedure but
may also lead to dismissal. Again, this is not an exhaustive list.


 


·                  Unsatisfactory
job performance


·                  Unacceptable
level or pattern of absence, or unauthorised absence


·                  Persistent
lateness


 


Appeals


 


Should
you wish to appeal against a disciplinary decision, you would submit this in writing
to the Office Director within five working days. The Office Director will hear
all appeals normally within 14 days and his/her decision is final. At the
appeal any disciplinary penalty imposed will be reviewed but it cannot be
increased.