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Company Rules
Laura Harper joined the staff of Gilbert and Mayes from university five years ago. She had graduated with a First Class Honours Degree in Psychology from Cardiff and then decided to use these skills in the world of advertising.

Gilbert and Mayes were one of the foremost London agencies founded in 1952 and had quickly developed a respected reputation in advertising and were rewarded with a number of high profile multi-national accounts. Their success continued to blossom to the present day and they now employ more than 300 staff in a prime office accommodation off Regent Street in London.

Laura Harper was a bright and attractive girl with a bubbly personality. She had excelled in academia and was also a competent sportswoman, representing her university in hockey. She had impressed the Board of Gilbert and Mayes and was offered a graduate training position with them in September 2003.

Since then she had secured a number of promotions and was now a Senior Account Manager reporting to her Account Director, Chris Hughes.

She married her long term boyfriend, Terry, some 15 months ago and they were blissfully happy together. They managed to buy, with parental help, a mortgage on a small two bed-roomed flat in Balham, South London. Laura commuted to her office and Terry, an IT consultant, was starting his own business working from home.

Laura was highly regarded by her work colleagues and the success of the agency enabled her to enjoy a high level of remuneration - a basic salary of £35,000, but in good times the opportunity to share company bonuses.

Gilbert and Mayes was founded by Albert Gilbert and Stephen Mayes, long since retired, but the Company remained in the private control of their descendants. Through careful selection and nurturing, the Company employees were loyal, hardworking and totally committed. Few left the Company - a rare phenomenon in the world of advertising.

The Company had traditional values and rules which were designed to maintain the highest standards. Employee gender was almost equally split and there was an emphasis on total equality between the sexes. Employees were required to adhere to the Company dress code - males wore smart suits, shirt and ties and the females, skirts, blouses and jackets - trousers were not permitted.

A Disciplinary code was in place and employees were required to sign up to this when they were engaged. Acts of general misconduct were recognised with demerit marks. Gross misconduct fell outside this system and was dealt with separately by the Board. Ten demerit marks in any six month period resulted in the imposition of a disciplinary award. This caused the employee to receive a formal written warning together with a financial penalty which was not inconsiderable - a fine of £250 for each demerit mark. This could however be mitigated by the employee's submission to an alternative punishment, that of a caning. This was not however available if there was a repetition in the following 18 month period.