ed training in acting as a workers companion at a disciplinary meeting. The companion will be able to address the meeting, and to confer with the employee during the meeting, but will not be able to answer questions on behalf of the employee.
             2. If the companion nominated by the employee is unable to attend at the time proposed for the meeting, the meeting may be postponed for up to five working days, provided the employee nominates a reasonable alternative time when the companion will be available.
             3. An employee who is requested to attend a meeting under this procedure will be informed whether the meeting is investigatory or disciplinary. Where the meeting is disciplinary, the nature of the allegation will be explained to the employee (in writing), and the employee will be given time to prepare his/her case, together with any companion (see 1 above).
             4. Meetings will be conducted by the appropriate level of management (see below), together with a representative of the Human Resources Department.
             5. The employee will have the opportunity to put his/her case, personally, or via his/her companion, and normally, to call and question any witnesses.
             6. Any disciplinary meeting may be adjourned to enable further investigation of matters arising to be carried out.
             The following are examples of conduct falling within the definition of gross miscond
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