Conduct POLICY AND PROCEDURE NO: 10.10

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Conduct POLICY AND PROCEDURE NO: 10.10"

Transcription

1 SECTION: HUMAN RESOURCES POLICY AND PROCEDURE NO: NATURE AND SCOPE: SUBJECT: POLICY - TRUSTWIDE CONDUCT The policy explains the process to be undertaken where there are incidents of alleged minor, serious or gross misconduct and persistent failure to meet the standards of conduct, performance and practice required by the Trust. DATE OF LATEST RATIFICATION: SEPTEMBER 2017 RATIFIED BY: EXECUTIVE LEADERSHIP TEAM IMPLEMENTATION DATE: SEPTEMBER 2017 REVIEW DATE: AUGUST 2020 ASSOCIATED TRUST POLICIES AND PROCEDURES Maintaining High Professional Standards in the Modern NHS Fraud, Bribery & Corruption Policy & Response Plan 5.06 Health, Safety & Welfare Digital Investigations /Internet General Grievance (inc Bullying & Harassment) Employment Policy Allegations of Abuse made against an Employee, Agency Worker, Volunteer, Student or Bank Worker Registration Authority Policy 7.07 Prevent Policy 2.04 ISSUE 8 SEPTEMBER

2 NOTTINGHAMSHIRE HEALTHCARE NHS FOUNDATION TRUST CONDUCT POLICY AND PROCEDURE UCONTENTS 1.0 Conduct Policy 2.0 Conduct Procedure 3.0 Roles & Responsibilities 4.0 Single Equality Scheme 5.0 Scope of the Procedure 6.0 Definitions 7.0 Right of Representation 8.0 Identification of Misconduct 9.0 Informing the Employee of the Allegation 10.0 Informal Action 11.0 Formal Disciplinary Procedure 12.0 Schedule of Delegated Authority 13.0 Suspension from Duty and Alternatives to Suspension 14.0 Investigation 15.0 Criminal Investigations 16.0 Relationship to other Complaints Procedures 17.0 Disciplinary Hearing 18.0 Failure to Attend a Disciplinary Hearing 19.0 Attendance at a Disciplinary Hearing When Absent from Work through Sickness 20.0 Resignation Prior to a Disciplinary Hearing 21.0 Appeals Against Disciplinary Action 22.0 Implementation 23.0 Training 24.0 Target Audience 25.0 Review Date 26.0 Consultation 27.0 Relevant Trust Policies 28.0 Monitoring Compliance 29.0 Equality Impact Assessment 30.0 Legislation Compliance 31.0 Champion Expert Writer Appendix 1 Appendix 2 Appendix 3 Expected Standards of Conduct Agreement to use as a Communication tool Disciplinary Hearing Format and Process ISSUE 8 SEPTEMBER

3 Appendix 4 Appendix 5 Equality Impact Assessment (EIA) Screening Tool Record of Changes ISSUE 8 SEPTEMBER

4 1.0 UCONDUCT POLICY NOTTINGHAMSHIRE HEALTHCARE NHS FOUNDATION TRUST CONDUCT POLICY AND PROCEDURE 1.1 Nottinghamshire Healthcare NHS Foundation Trust is committed to providing services by committed members of staff who display positive attitudes, embody the Trust s values and demonstrate high standards of professionalism in their work. 1.2 This requires all levels of staff to recognise the impact of their personal and professional conduct on the delivery of services and to take responsibility and be accountable for their behaviours. Maintaining the highest possible standards requires a working environment which promotes openness, transparency and a culture of organisational learning and development. 1.3 This policy and procedure provides a framework for the Trust to facilitate and support employees in taking personal responsibility for their conduct and, where required, effect improvement(s) to the appropriate standard through a structured and constructive process. Whenever an issue arises regarding the conduct of employees, consideration will always be given to the individual circumstances of that case. 1.4 The procedure incorporates the ACAS Code of Practice on Discipline and Grievance Procedures, ensures compliance with the Employment Act 2002 (Dispute Resolution) Regulations 2004 and the policy document 22TUMaintaining High Professional Standards in the Modern NHS. U22T 1.5 This policy and procedure must be read and applied in conjunction with the Guidance for Managers; Conduct document. 2.0 UCONDUCT PROCEDURE 2.1 The purpose of the Conduct Procedure is to: a) set out the steps that will be taken in relation to conduct matters; b) ensure that as far as is possible conduct matters are dealt with quickly, consistently and reasonably, taking into account the circumstances of each case; c) ensure that, wherever possible, actions lead to an improvement in performance or conduct to at least a satisfactory minimum level. 2.2 Appendix 1 gives examples of misconduct. This is not necessarily an exhaustive list but illustrates acts which are likely to give rise to action within the scope of this policy and procedure. 3.0 UROLES AND RESPONSIBILITIESU 3.1 The Trust standards and rules of conduct are based on the core values of openness, professional accountability, mutual respect and public probity. 3.2 All levels of staff and others working on Trust premises that are covered by an honorary, or bank contract or letter of authority are expected to work to these same high standards of conduct and behaviour. ISSUE 8 SEPTEMBER

5 3.3 Failure to work in accordance with these standards may be regarded as misconduct, which may, depending upon the circumstances, be regarded by the Trust as so serious that such a failure constitutes gross misconduct. 3.4 The Trust s Responsibilities The Trust is committed to creating and maintaining a positive workforce environment which promotes equality and embraces diversity, both within the workforce and in service delivery. This policy will be implemented with due regard to this commitment. The Trust will, in partnership with Trade Union colleagues, review key workforce metrics including numbers of and duration of suspensions, conduct investigations and disciplinary hearings, bi-annually or more often if required, to ensure that all cases are managed effectively, supportively and in a timely manner. 3.5 Managers and supervisory staff at all levels within the Trust will: ensure that members of their team are aware of the high standards of conduct expected within their role with the Trust in a format which is accessible to their needs; facilitate, support and guide staff to take personal responsibility and accountability for performing to their highest standards at work and to embody the NHS Values as per the NHS Constitution and the Trust s POSITIVE values base; treat all staff fairly, consistently and equitably and take action to address any forms of prejudice, discrimination or victimisation in the implementation of this procedure; promote a culture and climate in which staff, in taking responsibility for their conduct, are empowered to implement changes to improve standards of service delivery; ensure that pro-active steps are taken to identify and address areas of poor conduct; constructively, fairly and effectively to the benefit of the service and the member of staff; continue to promote the development of effective and dynamic partnership relationships. Ensure that any employee who are subject to this process, either at the informal or formal stage, are supported and signposted/have access to appropriate supportive interventions such as staff counselling, occupational health, IAPT services. 3.6 Trade Union representatives will work in partnership with managers to facilitate and support employees to actively take personal responsibility and accountability for raising standards of conduct and performance. Managers should work closely with representatives where appropriate to address any concerns through open and supported interventions. 3.7 Senior Workforce Advisors/Workforce Advisors will work closely with managers, trade union representatives and investigating officers regarding the application of this policy and procedure providing appropriate advice, support and guidance. 3.8 Professional Advisors will be drawn upon, where necessary and appropriate, from sources internal and external to the Trust to ensure that professional advice is provided prior to and at disciplinary hearings to the manager authorised to take disciplinary action. This includes any relevant appeals. 4.0 USINGLE EQUALITY SCHEME ISSUE 8 SEPTEMBER

6 4.1 In applying this procedure, managers, employees and their representatives will have regard to the principles and requirements of the Trust s Single Equality Scheme. The Trust is committed to equality, diversity and human rights accordingly the implementation of this policy and its impact will be monitored across all equality strands and reported regularly to the Trust Board. 4.2 Managers will not discriminate in the application of this policy and procedure in respect of age, disability, race, ethnicity or national origin, gender, religion/belief, sexual orientation, domestic circumstances, employment status, gender identity, marriage or civil partnership status, pregnancy or maternity, mental health status, political affiliation or trade union membership. 4.3 In all cases, full and sensitive consideration should be given to equality and diversity needs/requirements or issues that may exist when implementing this policy and procedure. It should be recognised that in some cases, the perceived behaviour of individuals may be a reflection of diverse backgrounds and identities and can be subject to misinterpretation. Therefore, judgments regarding an individual s conduct, capability or performance should always be fully and appropriately informed, which may in some instances, require diversity specific/focused input, guidance/advice. 5.0 USCOPE OF THE PROCEDUREU 5.1 This procedure applies to all employees of Nottinghamshire Healthcare NHS Foundation Trust and others working on Trust premises that are covered by a bank registration, an honorary contract or letter of authority. 5.2 In all cases relating to Medical and Dental Staff the national agreed procedures set out in High Professional Standards in the Modern NHS: A framework for the Initial Handling of Concerns About Doctors and Dentists in the NHS, will also apply which are reflected in the Trust policy Maintaining High Professional Standards Policy (10.14). 6.0 UDEFINITIONS 6.1 For the purposes of this policy, the following definitions apply: Misconduct Gross Misconduct The Trust Conduct which falls short of that which the Trust expects of its employees and which is less than gross misconduct see Appendix 1, Section 1. Gross misconduct is generally seen as misconduct serious enough to undermine the contract between the employer and the employee thus justifying summary dismissal. (ACAS Guide to Discipline and Grievances at Work 2015). Examples which may constitute gross misconduct are identified in Appendix 1, Section 2. Nottinghamshire Healthcare NHS Foundation Trust 7.0 RIGHT OF REPRESENTATION 7.1 Employees have the right to be assisted and accompanied at formal disciplinary hearings (including the confirmation of a warning or other disciplinary action) by an accredited representative of a trade union or professional organisation or by a work colleague not acting in a legal capacity. 8.0 UIDENTIFICATION OF MISCONDUCT 8.1 On receipt of information, or in knowledge of, possible misconduct, the manager should undertake sufficient enquiry to enable them to make a decision relating to the severity of the ISSUE 8 SEPTEMBER

7 ISSUE 8 SEPTEMBER Conduct allegations received and to determine whether the allegations are minor and can therefore be addressed informally with the employee, or are of a gravity that requires a detailed investigation to be undertaken to determine the full facts and circumstances of the matter. 9.0 UINFORMING THE EMPLOYEE OF THE ALLEGATION 9.1 Employees will be informed of the full nature and extent of the allegation(s) known at the time and the investigation process will be confirmed with the employee in writing within 7 calendar days. There may be circumstances where this is not possible initially due to external bodies which may be involved such as the Police, Counter fraud and Local Authority Safeguarding Boards. In these circumstances the employee will be informed of the allegation(s) as soon as possible. 9.2 The fact that an employee is absent from work through sickness when allegation(s) are raised, should not automatically cause delay in dealing with the matter. They should be informed of the nature and extent of the allegation as outlined above, unless there are exceptional circumstances. 9.3 It should be agreed at the outset of the process if is going to be used as the communication tool with the employee and the form shown in Appendix 2 should be completed and signed by the employee UINFORMAL ACTION 10.1 Cases of minor misconduct may be addressed effectively and swiftly by the employee s immediate line manager through a structured discussion with the employee regarding the necessary standards required and the required improvement in their conduct It should be made clear to the employee from the outset of the meeting that this is not formal disciplinary action; therefore no formal sanction can be applied The purpose of the meeting is to: a) Identify specifically where the expected standards of conduct are not being met. b) Explore with the employee concerned any reasons that may exist for these standards not being met. c) Encourage, facilitate and support the employee to improve their standard of conduct d) Consider whether any training, guidance, mentoring or other support may be required and how this could be provided. e) Discuss and confirm with the employee the time period in which the required improvement in conduct should be achieved and establish appropriate monitoring and review arrangements. f) Explain to the employee that failure to meet the required standards of conduct may leave no alternative than for the matter to be considered under the Formal Disciplinary Procedure Records must be made of the initial and subsequent review meetings. A copy of this record must also be provided to the employee concerned and a copy stored on the employee s personal file. This should be placed on their personal file for six months until the final review meeting has taken place and the required improvement has been demonstrated. Any patterns of similar cases of minor misconduct which may become apparent following the required demonstration of improvement must be addressed and may be progressed under

8 the formal disciplinary procedure UFORMAL DISCIPLINARY PROCEDURE 11.1 The formal disciplinary procedure will apply where: The employee does not improve their conduct and/or behaviour satisfactorily, following meetings held to discuss issues of minor misconduct and /or An allegation of misconduct is considered by the authorised manager to be of a serious nature and requires proper and due investigation to determine the full facts and circumstances of the matter, in the first instance USCHEDULE OF DELEGATED AUTHORITY 12.1 The Trust Schedule of Delegated Authority identifies the appropriate officers authorised to take action to address conduct issues. This is available on the Trust intranet USUSPENSION FROM DUTY AND ALTERNATIVES TO SUSPENSION 13.1 In some cases it will not be appropriate for a member of staff to remain at work whilst an investigation is being undertaken. After consideration of the circumstances it may be possible, as an alternative to suspension, to transfer the employee concerned to a different work area temporarily either to undertake a similar or different role. However, this decision may only be confirmed by the appropriate Executive/Clinical Director/General Manager / Head of Service. Advice must first be taken from a Senior Workforce Advisor/Workforce Advisor All allegations of abuse of a patient/service user by a member of staff will generate a safeguarding alert as a minimum and require the submission of allegation record to the Divisional Safeguarding Lead 13.3 Examples of circumstances where suspension from work should be considered are where the employee s continuing attendance would: Compound the alleged offence Frustrate or interfere with the investigation Jeopardise the safety or wellbeing of any person (including the employee) Affect the Safeguarding of vulnerable adults and/or children 13.4 During a period of suspension from work the employee will receive full pay in addition to an average of any enhancements which would usually form part of the employee s salary There may be circumstances where pay may be withheld during a period of suspension e.g. where the employee is absent without permission or unable to fulfill their contract of employment with the Trust It should be emphasised that suspension from duty or temporary transfer to a different area of work does not constitute disciplinary action, or suggest that any conclusions have been drawn prior to or before the completion of the investigation process The Clinical Director/General Manager/Head of Service will also identify a suitable person to act as a point of contact and support for the suspended member of staff. The person acting in this capacity should not be operating as a member of the immediate team in which the suspended staff member works and must had no involvement in the matter/incident under investigation, in any way. ISSUE 8 SEPTEMBER

9 13.8 Where the need to possibly suspend an employee occurs outside normal working hours (9am 5pm) the individual must be sent home. Prior to any suspension, managers must contact a Senior Workforce Advisor/Workforce Advisor to discuss the case and seek approval from the relevant Clinical Director/General Manager/Head of Service. Once approval has been sought a meeting with the employee needs to take place in order to suspend or temporarily transfer them. Where a meeting is not possible e.g the employee is in police custody, a letter must be sent confirming the action taken The suspension or temporary transfer to a different work area should be confirmed in writing normally within 48 hours stating the reasons and any conditions that apply Where an employee has been suspended from duty or temporarily transferred to a different work area, the continued appropriateness of the suspension/transfer will be reviewed by the relevant Clinical Director/General Manager/Head of Service initially after 3 calendar days. Thereafter, the continued appropriateness of the suspension/transfer will be reviewed every two weeks. Every attempt will be made to ensure that the period of suspension/transfer is kept to a minimum. At each review a letter must be sent to the employee advising them of the progress of the investigation and of the decision to extend or remove the suspension from duty or temporary transfer UINVESTIGATION 14.1 In all instances where an alleged incident of misconduct or a complaint has been made against an employee, an investigation of all the relevant facts should be undertaken by a suitably trained investigation officer. The format for investigations will vary depending on the circumstances. The individual against whom the allegation is made and key witnesses will be interviewed and notes taken as part of those interviews It is important for all parties concerned to expedite the investigation process. Investigatory meetings will be arranged as soon as possible (whilst giving reasonable notice) and do not require formal invites to be sent by the investigating officer. If the individual whom the allegation is against or a witness is unable to attend an investigatory meeting they will be given one other alternative date before the investigation proceeds in the absence of their interview (unless exceptional circumstances are agreed). Employees may request the support of their Trade Union representative or work colleague at investigatory meetings and should make the necessary arrangements The employee and witnesses will be given 7 calendar days (from date of receipt of the notes) to make amendments to the notes and return to the investigating officer. If the notes are not returned within the specific timeframe, the original notes taken will be considered to be an accurate reflection of the interview. All members of staff involved in this process may also submit a written statement regarding the events. All staff will comply fully with the investigation process and failure to do so may in itself be regarded as a conduct issue to be dealt with in accordance with this procedure The investigation process of the alleged incident will be thorough, impartial and objective and conducted in a sensitive and non-confrontational manner with respect for the rights of all those involved The role of the Investigating Officer is one of a fact finder, involving the interviewing of individuals, the collecting, recording and analysing of relevant information and the submission of the investigation report. It is not the role of the Investigating Officer to make any judgements or recommendations regarding the investigation, nor to act as management advocate when presenting the facts of the investigation to any disciplinary hearing The investigation process should be completed in as short a timeframe as possible, to ISSUE 8 SEPTEMBER

10 prevent additional stress and anxiety to those involved. The Clinical Director/General Manager/Head of Service commissioning the investigation should review the progress of the investigation at fortnightly intervals to ensure it is completed in a timely manner. The employee against whom the allegations have been made will be informed of the progress and of reasons for any delay in the completion of the investigation in writing following each fortnightly review The fact that an employee is absent from work through sickness during an investigation process should not automatically delay the investigation UCRIMINAL INVESTIGATIONS 15.1 Where an employee is subject to investigation by the Police or other statutory body such as the Counter Fraud Team, the Trust will be entitled to pursue its own or complementary investigation unless specifically instructed that doing so would impede the criminal investigation. Where the Police or other statutory body instructs that the Trust s investigation process is halted, the arrangements will be suspended until clearance to proceed with internal investigation is received. However, disciplinary action under this procedure will not necessarily await or be dependent upon the outcome of such investigations and their subsequent legal proceedings If an allegation against an employee potentially involves criminal behaviour, the Trust has the right to inform the Police or other statutory body. This will depend on the evidence available and the circumstances of the case Any allegations or evidence of fraud, bribery or corruption should be immediately referred to the Counter Fraud Specialist as per the Fraud, Bribery and Corruption Policy and Response Plan URELATIONSHIP TO OTHER COMPLAINTS PROCEDURES 16.1 The Trust operates a number of other procedures which contain investigatory processes (e.g. Patients Complaints Procedure, IR1/SUI Policies and Procedures, safeguarding enquiries) which focus on resolving the concerns raised. Where the outcome of such investigations undertaken under these policies and procedures highlight concerns relating to the conduct of an employee this may lead to a further, separate investigation being undertaken in accordance with the Conduct Policy and Procedure. Where witness statements may have been taken for an investigation in accordance with other complaints procedures, these may be used for the purposes of the Conduct investigation. Where this may be the case, the witness will be invited to review their statement as part of the conduct investigation process and add any additional information they deem relevant UDISCIPLINARY HEARINGU 17.1 Where is it determined that a formal disciplinary hearing should proceed, following the conclusion of the investigation process the manager authorised to take disciplinary action will inform the employee and the representative in writing 14 calendar days in advance, that a disciplinary hearing, held in accordance with the Conduct Policy & Procedure will be convened. Written notification of the arrangements for the hearing will also detail the nature of the allegation(s) and confirm, where the allegations relate to possible gross misconduct, that summary dismissal may be a possible outcome of the hearing The purpose of the hearing will be to consider the facts relating to the allegation(s) investigated and where upheld, the most appropriate actions to raise the employee s standard of conduct Witnesses to the circumstances may be called by the Chair of the panel, investigating ISSUE 8 SEPTEMBER

11 officer or by the employee. All witnesses will co-operate fully with the hearing process and failure to do so may result in their conduct being addressed in accordance with this policy and procedure The format and process for the disciplinary hearing is attached as Appendix An authorised manager (see schedule of delegated authority) different to the manager that conducted the investigation will conduct the hearing. The Trust s professional advisers (e.g. Associate Directors of Nursing or other Professional Leads) should be present at the disciplinary hearing, in all cases where staff are professionally registered. Any referral to a professional body will be made by the appropriate professional advisor A Senior Workforce Advisor/Workforce Advisor will be present at all disciplinary hearings in a professional advisory capacity The disciplinary hearing should be conducted as soon as practicable after the completion of the investigation, taking into the account the 14 calendar days notice of the hearing required to be provided to the employee The decision of the hearing will normally be confirmed on the day of the hearing, though where further consideration or advice is required the decision will be confirmed following adjournment, but no later than 3 calendar days after the date of the hearing, unless there are exceptional circumstances which prevent this from happening A note taker (arranged by the authorised manager) will be present to ensure a written record of the hearing is taken Where a case of misconduct is established, full consideration will be given to the most appropriate action for securing an improvement in the employee s standard of conduct to prevent similar incidents occurring in the future. In such instances consideration will be given to whether the employee poses any future risks to patients, carers, colleagues or others. Consideration will also be given to whether the employee concerned has acknowledged accountability for their actions and displays a commitment to improve Action to address incidents of misconduct will always focus on achieving improved conduct and may involve the sanctioning of formal warnings and/or other action such as transfer of base or post, temporary periods of additional supervision and/or other remedial actions appropriate for securing an improvement in the employee s standard of conduct. Due regard will be given to the Trust s duty outlined in the Equality Act 2010 to make reasonable adjustments for disabled employees In all instances of gross misconduct the disciplinary panel should consider the appropriateness of alternative action to dismissal, such as downgrading and transfer to an alternative role in addition to an appropriate warning Where formal warnings are sanctioned the following principles apply: Verbal Warning First Written Warning Final Written Warning Dismissal Warning for 6 months to be confirmed in writing with a copy retained on the employee s personal file Warning for 9 months to be confirmed in writing with a copy retained on the employee s personal file Warning for 12 months to be confirmed in writing with a copy retained on the employee s personal file. In serious cases of misconduct and as an alternative to dismissal, option to extend warning to 2 years. Where the decision to dismiss an employee follows a current live warning this will be confirmed in writing to the employee detailing their period of statutory notice or payment in lieu of notice. ISSUE 8 SEPTEMBER

12 Where the decision is taken to dismiss an employee on the grounds of established gross misconduct this will constitute summary dismissal without statutory notice. Conduct Where an individual is issued with a formal warning and subsequently is absent through sickness for 2 weeks or more following the issuing of a disciplinary warning, the time limit related to the warning will be extended by the length of the individual s absence Formal action will end for the purposes of the staged warning procedure, after the specified time period following continued satisfactory conduct On completion of a formal disciplinary hearing, the employee s line manager who is responsible for the team in which the employee works, will be advised of the outcome of the disciplinary hearing and any related actions. Information will be confidential and only shared on a need to know basis When employees move job role as a result of a formal disciplinary process, the full information relating to the reasons for the move will be provided to the receiving line manager who is responsible for the team in which the employee will work. Information will be confidential and only shared on a need to know basis. The employee s management file should be fully transferred to their new manager UFAILURE TO ATTEND A DISCIPLINARY HEARING 18.1 Where a disciplinary hearing has been arranged and the employee fails to attend, the Chair of the hearing may, depending on the circumstances, reconvene the disciplinary hearing on one further occasion. Should the employee fail to attend the hearing on the second occasion, the case will be heard using all of the information and evidence available at the time and a decision made in the employees absence UATTENDANCE AT A DISCIPLINARY HEARING WHEN ABSENT FROM WORK THROUGH SICKNESS 19.1 The fact that an employee is absent from work through sickness when facing a disciplinary hearing or when called as a witness, should not automatically cause delay in dealing with the matter. In such cases full consideration must be given to the nature of the illness or injury and the advice/referral to Occupational Health may be required. In such cases the General Manager/Head of Service will consult with a Senior Workforce Advisor/Workforce Advisor to determine whether it is reasonable to proceed with the disciplinary hearing, in the circumstances URESIGNATION PRIOR TO A DISCIPLINARY HEARING 20.1 Where an employee resigns from their employment during an investigation or prior to a disciplinary hearing regarding their misconduct the Trust may hold a review meeting to consider the outcome of the investigation and associated documentation Actions arising from this review hearing may include referral to the appropriate professional body and the Disclosure & Barring Service Employers, social services, statutory agencies and professional regulators have a duty to refer relevant information to the DBS where individuals are either known to pose a risk or may have harmed vulnerable adults or children and where they have been dismissed or are considering dismissal. Failure to refer the individual and the information will be considered a criminal offence, even if the individual voluntarily resigns, retires, is made redundant or is transferred to another post. ISSUE 8 SEPTEMBER

13 21.0 UAPPEALS AGAINST DISCIPLINARY ACTIONU 21.1 Please refer to the Trust s Appeal Procedure UIMPLEMENTATION 22.1 As this policy has already been implemented, no implementation plan is required UTRAINING 23.1 Ongoing training is provided to officers likely to be involved in the implementation of this policy and procedures UTARGET AUDIENCE 24.1 All Trust employees and others working on Trust premises that are covered by a bank registration, an honorary contract or letter of authority 25.0 UREVIEW DATE 25.1 This policy will be reviewed in 3 years or in light of organisational or legislative changes UCONSULTATION 26.1 Consultation will be via Leadership Council (LC) and staff side representatives 27.0 URELEVANT TRUST POLICIES Fraud, Bribery and Corruption Policy & Response Plan 5.06 Health, Safety & Welfare /Internet General Grievance (including Bullying and Harassment) Policy Maintaining High Professional Standards Policy Allegations of Abuse made against an Employee, Agency Worker, Volunteer, Student or Bank Worker Clinical Supervision Employment Policy Registration Authority Policy 7.07 Prevent Policy UMONITORING COMPLIANCE 28.1 The implementation of this agreement and its effectiveness will be monitored on an ongoing basis by relevant General Managers/Heads of Service, senior members of the Human Resource Departments and members of the Core Group. This monitoring process will include the consideration of employment relations statistics provided to management groups. The agreement, whilst having a formal review date, will be amended at an earlier date if required UEQUALITY IMPACT ASSESSMENT 29.1 An Equality Impact Assessment has been completed in respect of this agreement and has been undertaken by the Policy Working Group, comprising of HR/Workforce representatives and Staff Side Representatives ULEGISLATION COMPLIANCE ISSUE 8 SEPTEMBER

14 30.1 ACAS Guide to Discipline and Grievances at Work Employment Act Department of Health Maintaining High Professional Standards in the Modern NHS The Equality Act (2010) 31.0 UCHAMPION AND EXPERT WRITER 31.1 The Champion of this policy is the Director of Human Resources, and the Expert Writer is the Deputy Head of Workforce & Organisational Effectiveness. ISSUE 8 SEPTEMBER

15 UAPPENDIX 1 UEXPECTED STANDARDS OF CONDUCT As employees represent the Trust to our patients, carers and the public, the highest standards of conduct are required at all times. This includes maintaining high levels of both professional and personal conduct and behaviour which embodies the Trust s POSITIVE values. Specific examples of the standards of conduct the Trust expects are listed below (please note this list is not exhaustive). SECTION 1 - GENERAL CONDUCT a) All employees are expected to attend regularly and punctually and not to absent themselves from duty without permission or abuse sick pay regulations. b) All staff are required to maintain confidentiality of any information they acquire from their employment with the Trust. Unauthorised disclosure or misuse of information will be treated as gross misconduct. c) Health and Safety Policies and Procedures must be observed at all times. d) Security requirements including the wearing of/presentation of Identification Badges must be observed at all times. e) Conduct and dress should be acceptable, in line with the Trust Dress Code Guidance.. f) All reasonable duties and instructions given to individuals by supervisors and managers must be carried out. g) Notification of sickness arrangements, including statutory sick pay, should be completed and the sick pay provisions should not be abused. h) Any work outside of the Trust s employment must not affect, hinder or conflict in any way with the interests of the Trust. i) Compliance with all of the Trust s Policies and Procedures is essential. j) Maintenance of professional registration for professionals requiring registration to practice. SECTION 2 - OFFENCES WHICH MAY CONSTITUTE GROSS MISCONDUCT Serious or deliberate actions or incidents that could constitute gross misconduct are major breaches of the Trust s standard of expected conduct, which may potentially make any further relationship between the Trust and the employee impossible. The following list provides examples of actions and circumstances that may constitute gross misconduct. Actions which constitute gross misconduct can take many forms, and therefore this list is not intended to be exhaustive. a) Any act of dishonesty, theft or fraud, including misuse, misappropriation, unauthorised use, or concealment of the Employer s funds, property or resources (see also Fraud, Bribery and Corruption Policy and Response Plan). b) Breach of Trust s Standing Financial Instructions, including corruption and undeclared receipt of gifts as an inducement or reward. ISSUE 8 SEPTEMBER

16 c) Any form of threatening, violent, abusive or aggressive behaviour, whether physical or verbal, towards colleagues, service users or any other person, whether connected or unconnected with the Trust (see also Grievance Policy (including Bullying and Harassment) including racism, homophobia, disablism, sexual harassment etc.) d) Ill treatment or mishandling of service users or carers or any other form of negligence, including dereliction of duty and for the avoidance of doubt, sleeping whilst on duty. e) Deliberate or negligent damage to property or equipment belonging to the Trust, its patients, service users or carers, its suppliers or other Trust employees f) Falsification of qualifications that are a stated requirement of employment or any information used in support of an application for any post in the employment of the Trust g) Breach of confidentiality, including breach of duty regarding non disclosure of confidential information h) Failure to declare criminal offences, arrests, charges, cautions or conviction causes either on application for employment or during employment. An employee who is arrested, charged or cautioned must inform their line manager as soon as possible, whether this be connected to their employment or not. Failure to do so may be considered as gross misconduct. i) Serious incapability at work brought on by alcohol or illegal drugs j) Consuming alcohol and/or other illegal substances whilst on Trust premises or whilst employed on Trust business (unless, in the case of alcohol, this is at the express invitation or permission of the Trust). See Alcohol & Drug Related Misuse policy & Procedure. k) Failure to comply with Trust policies, procedures and guidance relating to the use of IT equipment, or the intranet or internet. l) Failure to maintain professional registration, loss of registration or failure to inform the Trust if an employee is subject to allegations/investigations or sanction by their relevant regulatory body. m) Falsification of Identity or Right to Work Documents which would affect the persons legal right to work within the UK. ISSUE 8 SEPTEMBER

17 UAPPENDIX 2 UAGREEMENT TO USE AS A COMMUNICATION TOOL I understand that the security of s cannot be guaranteed outside the Trust Network, and that there is a possibility of the information being sent to and/or intercepted by another individual by mistake. I will ensure the Trust is notified if I change my address from that detailed below. I have agreed with the Trust that I wish the following information to be communicated to me and or my representative by and that if at any point I wish to change this I will be held responsibility for notifying the person designated as my key contact in relation to the investigation My address is.. Individuals Details Print Name Signature Date Trust Representative Details Print Name... Signature Date.. To be held within the investigation file. ISSUE 8 SEPTEMBER

18 UDISCIPLINARY HEARING PROCESS UAPPENDIX 3 The Chair of the panel welcomes everyone to the Hearing, manages introductions and roles of panel members, explains the process for the Hearing and emphasises the need for confidentiality, ensures everyone has the correct paperwork and reminds the employee of the allegations and possible outcomes of the Hearing The Investigating Officer shall present the facts of the investigation. The employee and/or their representative shall have the opportunity to ask questions of the Investigating Officer and any witnesses. The members of the panel shall have an opportunity to ask questions of the Investigating Officer and any witnesses. The employee and their representative shall put his/her case, including any mitigating circumstances that the employee wishes to draw to the panel s attention. They may also call witnesses. The Investigating Officer shall have the opportunity to clarify any points relevant to the investigation with the employee, their representative and their witnesses. The members of the panel shall have the opportunity to ask questions of the employee, their representative and any witnesses. Whilst the presentation of an employee s case may be undertaken by his/her representative, the employee will, unless agreed for exceptional reasons at the outset of the hearing, be expected to respond to direct questions. The panel is empowered to recall witnesses if they consider that this will help them arrive at a decision. The Investigating Officer will provide a verbal summary of the investigation. The employee and their representative shall have the opportunity to sum up their response to the investigation and the allegations. The panel may, at their discretion, adjourn the hearing in order that further evidence may be produced. The panel shall deliberate in private with the option of recalling both parties to clarify areas of uncertainty. If recall is necessary, the Investigating Officer and the Employee/ Representative shall return even if only one of them is to be questioned. No statement of previous acts of misconduct by the employee or expired formal warning or warnings unrelated to the alleged offence on which the hearing is based, shall be made until after the panel has made a decision as to whether a disciplinary offence has been committed. Where the panel are able to conclude within a reasonable time, the employee shall be recalled to the hearing and informed verbally of the outcome of the hearing and advised of their right of appeal. The outcome of the hearing will also be confirmed to the employee within 3 calendar days of the hearing being held. ISSUE 8 SEPTEMBER

19 UAPPENDIX 4 EQUALITY IMPACT ASSESSMENT (EIA) SCREENING TOOL Name of policy/procedure/strategy/plan/function etc being assessed: Brief description of policy/procedure/strategy/plan/ function etc and reason for EIA: Names and designations of EIA group members: List of key groups/organisations consulted Data, Intelligence and Evidence used to conduct the screening exercise Conduct Policy The policy explains the process to be undertaken where there are incidents of alleged minor, serious or gross misconduct and persistent failure to meet the standards of conduct, performance and practice required by the Trust. Charlotte Whyman Deputy Head of Workforce & Organisational Effectiveness Andrea Dickens Trust Staff Side Chair Neil Thompson - Local Partnerships Staff Side Chair (General) Dave Miller Local Partnerships Staff Side Chair (Mental Health) Catherine Conchar Associate Director of Equality & Diversity Core Group, LC Previous policies, ER casework and workforce metrics, WRES ISSUE 8 SEPTEMBER

20 Equality Strand Race Gender Incl. Transgender Disability Incl. Mental Health and LD Does the proposed policy/procedure/ strategy/ plan/ function etc have a positive or negative (adverse) impact on people from these key equality groups? Please describe The policy identifies that Leaders at all levels the Trust must treat all staff fairly, consistently and equitably and take action to address any forms of prejudice, discrimination and victimisation in the implementation of the policy. The policy outlines that managers will not discriminate in respect of any of the equality strands. The policy identifies that full and sensitive consideration should be given to all equality and diversity needs/requirements or issues which arise or may exist when implementing the policy and procedure. ISSUE 8 SEPTEMBER Are there any changes which could be made to the proposals which would minimise any adverse impact identified? What changes can be made to the proposals to ensure that a positive impact is achieved? Please describe N/A Have any mitigating circumstances been identified? Please describe Bi-annually or more often if required, the Trust together with staff side representatives will review the key workforce metrics including the number and duration of suspensions, conduct investigations and disciplinary hearings across all of the equality strands. Impact of the policy is monitored across all equality strands and reported regularly to management groups and to the Trust Board. As Race N/A As Race As above As Race N/A As Race As above Areas for Review/Actions Taken (with timescales and name of responsible officer) Author to review in 3 years Religion/Belief As Race N/A As Race As above Sexual Orientation As Race N/A As Race As above Age As Race N/A As Race As above Social Inclusion*P Community Cohesion*P 2 1 As Race N/A As Race As above As Race N/A As Race As above

21 *P *P *P P The P Community Conduct Human Rights *P 3 As Race N/A As Race As above 1 Pfor Social Inclusion please consider any issues which contribute to or act as barriers, resulting in people being excluded from society e.g. homelessness, unemployment, poor educational outcomes, health inequalities, poverty etc 2 Cohesion essentially means ensuring that people from different groups and communities interact with each other and do not exclusively live parallel lives. Actions which you may consider, where appropriate, could include ensuring that people with disabilities and non-disabled people interact, or that people from different areas of the City or County have the chance to meet, discuss issues and are given the opportunity to learn from and understand each other. 3 Human Rights Act 1998 prevents discrimination in the enjoyment of a set of fundamental human rights including: The right to a fair trial, Freedom of thought, conscience and Religion, Freedom of expression, Freedom of assembly and association and the right to education Conclusions and Further Action (including whether a full EIA is deemed necessary and agreed date for completion) Following the EAI screening exercise it has been concluded that a full EIA is not needed. The policy, as required by the Equality Act ensures that the specific requirements of diverse groups are identified, considered and met as appropriate within the remit of this policy and procedure. The policy also clearly requires managers to ensure full and informed consideration is given to avoid misinterpretation of cultural behaviour(s)/identities. Screening Tool Consultation End Date 5:00pm on Thursday 2 March 2017 Name of Equality and Diversity (E&D) Group Approving EIA (i.e. Directorate E&D Group, Divisional E&D Forum or Trustwide E&D Steering Group) Name of Responsible Officer Name and Contact Details (tel. , postal) Equality and Diversity Subcommittee of the Board of Directors Charlotte Whyman, Deputy Head of Workforce & Organisational Effectiveness U22T Tel: ext ISSUE 8 SEPTEMBER

22 Policy: Conduct (previously 11.02) UAPPENDIX 5 Issue: 08 Status: Author Name and Title: APPROVED Deputy Head of Workforce & Organisational Effectiveness Issue Date: 20 SEPTEMBER 2017 Review Date: AUGUST 2020 Approved by: EXECUTIVE LEADERSHIP TEAM (13/09/2017) Distribution/Access: Normal RECORD OF CHANGES DATE AUTHOR POLICY DETAILS OF CHANGE 11/06 J Fleet PE/01 Change to review date/house style only 11/08 K Waters Update and review of full content 11/10 K Waters (issue 5a) Appendix 3 - penultimate bullet point amended 11/10 K Waters Link to Maintaining High Professional Standards (issue 5b) included Jan 12 K Waters Minor changes to Section 5 and Appendix 1 (bullet (Issue 5c) points h & i) Oct 13 Hr Manager (Issue 6) Minor changes throughout May 14 P Hall Updated policy number Update other relevant policies to reflect the correct policy numbers Title of policy changed from Conduct to Nov 14 Sept 17 HR Manager C. Whyman (Issue 7) (issue 8) Disciplinary Title of policy changed from Disciplinary to Conduct Update and review of full content ISSUE 8 SEPTEMBER

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE This policy and procedure explains the process which management and Governors will follow in all cases of misconduct to ensure fairness and consistency of approach. General

More information

Employee Disciplinary Procedure

Employee Disciplinary Procedure Employee Disciplinary Procedure PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing

More information

Policy No: 36. Staff Disciplinary Policy

Policy No: 36. Staff Disciplinary Policy Policy No: 36. Staff Disciplinary Policy Coordinator Review Frequency Executive Operations Manager Annually Policy First Issued 2014 Last Reviewed Autumn Term 2017 Date policy considered by External HR

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE 1. Introduction 1.1 In the Association, as in any organisation, issues may arise in relation to staff conduct. In the first instance

More information

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016 Discipline Policy and Procedure Adopted by the Trust Board on 6 December 2016 1 P a g e Whole Trust Discipline Policy and Procedure Contents 1. Purpose... 2 2. General Principles... 2 3. Acceptable Behaviour

More information

School Disciplinary Procedure

School Disciplinary Procedure School Disciplinary Procedure Policy or procedure reference number: S1 Issue number: 5 Date: 11/16 Review date: 11/17 Responsibility for review: Headteacher 1. Scope and purpose of the disciplinary procedures

More information

Regulation pertaining to disciplinary & related procedures for academic staff

Regulation pertaining to disciplinary & related procedures for academic staff Regulation pertaining to disciplinary & related procedures for academic staff Table of Contents 1. Application... 2 2. Introduction... 2 3. General Principles... 2 4. Investigation... 3 5. Informal guidance

More information

IMPLEMENTATION DATE: NOVEMBER 2015 (REISSUED FEBRUARY 2017)

IMPLEMENTATION DATE: NOVEMBER 2015 (REISSUED FEBRUARY 2017) Sickness Absence Management 10.01 SECTION: HUMAN RESOURCES POLICY AND PROCEDURE: 10.01 NATURE AND SCOPE: SUBJECT: POLICY - TRUST WIDE SICKNESS ABSENCE MANAGEMENT This policy and procedure sets out the

More information

Date of review: Policy Category:

Date of review: Policy Category: Title: Disciplinary Policy Date Approved by: Approved: February JSPF 2015 March 2015 OD and Workforce Committee October 2016 JSPF Division/Department: Date of review: November 2018 Policy Category: Policy

More information

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PURPOSE AND SCOPE This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct, attendance

More information

Highbury Grove School Disciplinary Procedure

Highbury Grove School Disciplinary Procedure Highbury Grove School Disciplinary Procedure The policy was adopted by the governing body of Highbury Grove School on 8 February 2017 Review date: Spring 2018 1 Contents 1. Purpose... 3 2. Application

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Disciplinary Policy & Procedure 1. Purpose and scope 1.1. The purpose of this disciplinary policy is to help and encourage all employees to achieve and maintain required standards of performance and conduct.

More information

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE Disciplinary Policy and Procedure 1 Policy, purpose and principles 2 Relationship with other Policies and Procedures 3 Informal procedure 4 The Formal Disciplinary

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Table of Contents Context. p.01 Scope. p.01 Key Principles.. p.01 Responsibilities.. p.03 Informal Support.... p.04 Formal Disciplinary Procedure p.05 Investigation..

More information

DISCIPLINARY POLICY AND PROCEDURE. 1 Aims and Objectives

DISCIPLINARY POLICY AND PROCEDURE. 1 Aims and Objectives DISCIPLINARY POLICY AND PROCEDURE 1 Aims and Objectives 1.1 Intu is committed to promoting fairness and consistency in the treatment of all employees in connection with conduct and performance. In order

More information

3. Staff Disciplinary & Grievance Procedures

3. Staff Disciplinary & Grievance Procedures 3. Staff Disciplinary & Grievance Procedures Our Club will maintain a well motivated, highly skilled and professional staff team. However, occasionally action will need to be taken to encourage improvement

More information

Policy Number G9 Effective Date: 25/05/2017 Version: 1 Review Date: 25/05/2018

Policy Number G9 Effective Date: 25/05/2017 Version: 1 Review Date: 25/05/2018 Aim of the Policy This document outlines the policy of Carefound Home Care (the Company ) in relation to the disciplinary procedure. This policy is intended to set out the values, principles and policies

More information

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE)

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) DISCIPLINARY AND APPEALS Procedure 1. This procedure does not form part of The Employee s contract of employment, except

More information

Human Resources. Disciplinary Policy. Document Control Summary

Human Resources. Disciplinary Policy. Document Control Summary Human Resources Disciplinary Policy Document Control Summary Status: Version: Author/Owner: Approved by: Ratified: Related Trust Strategy and/or Strategic Aims Implementation Date: Review Date: Key Words:

More information

Capability health procedure for academic support staff

Capability health procedure for academic support staff Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with

More information

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE Individual and Collective Grievances Policy & Procedure Page: Page 1 of 19 Recommended by Approved by HR OD Committee Workforce Committee Approval

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Version 2.5 Important: This document can only be considered valid when viewed on the Trust website. If this document has been printed or saved to another location, you

More information

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff Human Resources People and Organisational Development Disciplinary Procedure Manual Staff December 1998 Revised November 2015 Contents 1. Purpose and Scope... 3 2. General Principles... 3 3. Procedure...

More information

Archway Academy Independent School ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES. 24/10/14- Last Updated 15/12/16 1

Archway Academy Independent School ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES. 24/10/14- Last Updated 15/12/16 1 ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES 1 1.1 Disciplinary Rules We require high standards of discipline from our employees, together with satisfactory standards of work.

More information

Butterknowle Primary School. Disciplinary Policy

Butterknowle Primary School. Disciplinary Policy Butterknowle Primary School Disciplinary Policy September 2014 Contents 1 Introduction... 1 1.1 What is the policy about?... 1 1.2 Who does the policy apply to?... 1 1.3 Core Principles... 1 1.3.1 Misconduct...

More information

Schools Disciplinary Policy & Procedure

Schools Disciplinary Policy & Procedure Schools Disciplinary Policy & Procedure Approved by: Schools Human Resources Trade Unions Schools Human Resources Disciplinary Policy and Procedure September 2011 Page No Introduction... 3 The Purpose...

More information

Disciplinary & Grievance Policy Jan 2016

Disciplinary & Grievance Policy Jan 2016 Disciplinary & Grievance Policy Jan 2016 Disciplinary Procedure: Policy statement Greenwich Mencap wants to ensure employees clearly understand the standards of conduct and behaviour (See Code of Conduct

More information

Whole School Model Disciplinary Procedure

Whole School Model Disciplinary Procedure Whole School Model Disciplinary Procedure 1.1. The Headteacher and Governing Body have a responsibility to assist all members of staff (both teaching and non-teaching) in the school to achieve an acceptable

More information

Human Resources. Disciplinary procedures Teaching and support staff

Human Resources. Disciplinary procedures Teaching and support staff Human Resources Disciplinary procedures Teaching and support staff Rev: September 2013 Contents Page 1. Introduction 3 2. Key policy principles 3 3. Support available during the disciplinary procedure

More information

Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures

Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures Disciplinary rules and procedures are necessary to promote orderly employee relations as well as fairness

More information

Disciplinary Policy. If these actions do not provide a resolution, then the Formal Disciplinary Procedure set out in this document should be followed.

Disciplinary Policy. If these actions do not provide a resolution, then the Formal Disciplinary Procedure set out in this document should be followed. Disciplinary Policy 1. Policy Statement The University expects all employees to conduct themselves in an appropriate manner in their day to day work, including in their dealings with colleagues, students

More information

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance

More information

Disciplinary procedure. 1. Introduction

Disciplinary procedure. 1. Introduction Disciplinary procedure 1. Introduction 1.1 This procedure is designed to encourage all employees to achieve high standards of conduct and work performance and also aims to provide a fair, effective and

More information

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure The Trust strives to ensure equality of opportunity for all, both as a major employer and as a provider of health care. This procedural document has been equality impact assessed

More information

Bicester Studio School Disciplinary Procedure

Bicester Studio School Disciplinary Procedure Bicester Studio School Disciplinary Procedure Introduction This procedure is based on the ACAS Code of Practice and Advisory Handbook on Discipline at Work. It applies to and is designed to help and encourage

More information

Westfield Primary School DISCIPLINARY POLICY AND PROCEDURE

Westfield Primary School DISCIPLINARY POLICY AND PROCEDURE Westfield Primary School DISCIPLINARY POLICY AND PROCEDURE This Policy and procedure applies to all employees of Westfield School only. It does not form part of the terms and conditions of any employee

More information

DRUMBEAT SCHOOL AND ASD SERVICE. Disciplinary Policy (Adopted Lewisham Model Policy)

DRUMBEAT SCHOOL AND ASD SERVICE. Disciplinary Policy (Adopted Lewisham Model Policy) DRUMBEAT SCHOOL AND ASD SERVICE Disciplinary Policy (Adopted Lewisham Model Policy) APPROVED BY GOVENORS JUNE 2012 RESPONSIBLE PERSON HEADTEACHER SIGNED BY CHAIR OF GOVERNORS DATE SIGNED BY HEADTEACHER

More information

Human Resources Policy Framework. Management of Attendance Policy and Procedure

Human Resources Policy Framework. Management of Attendance Policy and Procedure Human Resources Policy Framework Management of Attendance Policy and Procedure Approved by: Cabinet Resources Panel (15.12.2015) revised Cabinet Resources Panel (27.11.2012) original Published: 01.01.2016

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE SCOPE The Greengate Housing Co-operative (GHC) Disciplinary Procedure will be used only when necessary and as a last resort. Where possible, informal and/or formal counselling or

More information

Allensbank Primary School

Allensbank Primary School Allensbank Primary School Disciplinary Policy This policy will be reviewed annually Head teacher: Chair of Governors: 1.CM.035-Sch Issue 4 May-14 Process Owner: ER Team Authorisation: via Education SAJC

More information

Staff Disciplinary Policy and Procedure July 2014

Staff Disciplinary Policy and Procedure July 2014 Staff Disciplinary Policy and Procedure July 2014 Staff Disciplinary Policy and Procedure Contents Section Page No. 1. Policy statement 2 2. Purpose and scope 2 Informal action 3. Minor misconduct, unsatisfactory

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE Author: David Hodgkins Revised: June 2016 Next review: June 2018 Putting Students First DISCIPLINARY PROCEDURES 1 Scope and purpose 1.1 This procedure applies to all employees, with

More information

Little Rascals Pre-school Disciplinary Procedure Policy

Little Rascals Pre-school Disciplinary Procedure Policy Little Rascals Pre-school Disciplinary Procedure Policy At Little Rascals we follow our legal obligations as an employer at all times including dealing with any disciplinary matter in a fair and consistent

More information

HUMAN RESOURCES POLICY DISCIPLINARY

HUMAN RESOURCES POLICY DISCIPLINARY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY DISCIPLINARY Policy Number: HR07 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Policy No: PP02 Version: 7.0 Name of Policy: Grievance Policy and Procedure Effective From: 08/01/2016 Date Ratified 07/12/2015 Ratified Human Resources Committee Review Date 01/12/2017 Sponsor Director

More information

Grievance Procedures for Support Staff

Grievance Procedures for Support Staff Grievance Procedures for Support Staff 1. Scope The following procedures are available to help staff raise issues and concerns about their work, working environment, or working relationships. The aim is

More information

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF Name of School: Date by which School have adopted procedure: Date by which the procedure was last reviewed: May 2012 Anticipated review

More information

Grievance Policy and Procedure for Academic Support Staff

Grievance Policy and Procedure for Academic Support Staff Grievance Policy and Procedure for Academic Support Staff 1. Policy a) The aim of the School's Grievance Procedure is to provide a fair process for individual employees to obtain a speedy resolution to

More information

Beaver Road Primary School

Beaver Road Primary School Disciplinary Procedure Date Review Date Coordinator Nominated Governor January January Headteacher Chair of Governors 2016 2017 We believe this policy relates to the following legislation: Employment Rights

More information

TRUST POLICY AND PROCEDURE FOR DISCIPLINARY OF EMPLOYEES EXCLUDING MEDICAL AND DENTAL STAFF

TRUST POLICY AND PROCEDURE FOR DISCIPLINARY OF EMPLOYEES EXCLUDING MEDICAL AND DENTAL STAFF TRUST POLICY AND PROCEDURE FOR DISCIPLINARY OF EMPLOYEES EXCLUDING MEDICAL AND DENTAL STAFF Policy and Procedures for Disciplinary of Employees excluding Medical and Dental Staff V3.1 Page 1 of 36 Contents

More information

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure General principles The following general principles will apply to the Disciplinary Procedure: This procedure will only apply to agency workers engaged on a contract of employment

More information

Code of Conduct. Human Resources Policies and Procedures. UCD/HRO/Conduct/048

Code of Conduct. Human Resources Policies and Procedures. UCD/HRO/Conduct/048 1NHSBT Code of Conduct UCD/HRO/Conduct/048 Version Issued: February 2013v1.1 Human Resources Policies and Procedures Code of Conduct UCD/HRO/Conduct/048 1 Policy UCD/HRO/Conduct/048 Title NHSBT Code of

More information

Grievance Policy. Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34

Grievance Policy. Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34 Grievance Policy Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document

More information

DISCIPLINARY RULES FOR EMPLOYEES

DISCIPLINARY RULES FOR EMPLOYEES DISCIPLINARY RULES FOR EMPLOYEES DISCIPLINARY RULES FOR EMPLOYEES Page Introduction... 1 Gross misconduct... 2 Theft and dishonesty... 2 Failure to undertake the requirements of the job... 3 Breach of

More information

St. Matthew s CE Primary School DISCIPLINARY PROCEDURES

St. Matthew s CE Primary School DISCIPLINARY PROCEDURES St. Matthew s CE Primary School DISCIPLINARY PROCEDURES 1. INTRODUCTION 1.1 The following procedures have been adopted by the Governing Body of St. Matthew s CE Primary School in accordance with the requirements

More information

Schools Disciplinary Policy & Procedure

Schools Disciplinary Policy & Procedure Schools Disciplinary Policy & Procedure Approved By: Effective From: Governing Body of (Name of School) (Date approved) 1. Policy... 3 1.1 Aim... 3 1.2 Scope... 3 1.3 Responsibilities... 3 1.4 General

More information

Dignity at Work Procedure

Dignity at Work Procedure Dignity at Work Procedure Human Resources 1 Purpose This procedure sets out a clear and transparent process to deal with complaints of harassment or bullying within the workplace. The University has developed

More information

Grievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016

Grievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016 Grievance policy Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should always refer to the Intranet for the latest version. Purpose

More information

The University of Bolton. Staff Disciplinary Procedure

The University of Bolton. Staff Disciplinary Procedure 1. Purpose and Scope The University of Bolton Staff Disciplinary Procedure It should be recognised that satisfactory standards of both conduct (behaviour) and capability (performance) are necessary to

More information

DISCIPLINARY POLICY AND RULES PERS 1

DISCIPLINARY POLICY AND RULES PERS 1 DISCIPLINARY POLICY AND RULES PERS 1 ICO Version: 2.0.0 Name & date of Approval Committee: Quality Assurance Committee 7th October 2014 Name and & date of Ratification Committee: Senior Executive Management

More information

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS Capability Policy and Procedure for All School Based Staff Effective from 1 September 2012 CONTENTS 1. Policy Statement 2. Scope of Policy and Procedure 3. Management Support for Performance Advice and

More information

Human Resources Policy

Human Resources Policy Human Resources Policy Policy Title : Management of Employee Conduct Policy Section : Managing Difficulties Prepared by : Human Resources Version number : V3.0 Equality Impact Assessment : Please refer

More information

Broadway Academy Policies

Broadway Academy Policies Broadway Academy Policies Our Children. Our Community. Believe it can be done! Staff Discipline Policy Last formal review completed June 2014 next review 2016. Broadway Academy Disciplinary Procedure Adapted

More information

RIVERSIDE SCHOOL. Capability Procedure for Support Staff

RIVERSIDE SCHOOL. Capability Procedure for Support Staff RIVERSIDE SCHOOL Capability Procedure for Support Staff APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER CONTENTS 1. Purpose and Scope 2. Rights of Representation 3. Definitions and Authority to Initiate

More information

Disciplinary Procedure for School Based Staff

Disciplinary Procedure for School Based Staff Effective from 1 June 2013 1. Policy Statement Disciplinary Procedure for School Based Staff Governing bodies are required to adopt formal policies and procedures for dealing with staff conduct and discipline.

More information

RESEARCH COUNCIL DISCIPLINARY POLICY

RESEARCH COUNCIL DISCIPLINARY POLICY Management Guidance This document provides additional guidance for managers, employees and HR in the handling of disciplinary issues. It includes the Research Council s Disciplinary policy and procedure

More information

Lead Employer Flexible Working Policy. Trust Policy

Lead Employer Flexible Working Policy. Trust Policy Lead Employer Flexible Working Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Trust Policy Deputy Director of Human Resources Director of Human Resources Date Recommended:

More information

OCL Staff Discipline Policy Version MN. Staff Discipline Policy

OCL Staff Discipline Policy Version MN. Staff Discipline Policy OCL Staff Discipline Policy Staff Discipline Policy 1. DIVERSITY POLICY STATEMENT 1.1 Oasis Community Learning is fully committed to the broad principles of social justice and is opposed to any form of

More information

GRIEVANCE POLICY. Document Title. Grievance Policy Document Number. 2011/18 v1 Author. Karen Perry Author s Job Title. HR Business Partner Department

GRIEVANCE POLICY. Document Title. Grievance Policy Document Number. 2011/18 v1 Author. Karen Perry Author s Job Title. HR Business Partner Department GRIEVANCE POLICY Document Title Grievance Policy Document Number 2011/18 v1 Author Karen Perry Author s Job Title HR Business Partner Department Human Resources Ratifying Committee Human Resources & Organisation

More information

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff Policy Statement Purpose and Core Principles Leeds Beckett University aims to provide a healthy working

More information

Policy C16a Staff Disciplinary Policy and Procedure East Sussex/Professional Services

Policy C16a Staff Disciplinary Policy and Procedure East Sussex/Professional Services Policy C16a Staff Disciplinary Policy and Procedure East Sussex/Professional Services Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance

More information

DISCIPLINARY POLICY FOR SCHOOL BASED STAFF

DISCIPLINARY POLICY FOR SCHOOL BASED STAFF DISCIPLINARY POLICY FOR SCHOOL BASED STAFF Adopted By: Abingdon Primary School Date: November2016 Review Date Reviewer Comments 15.8.2016 CB General Review Nov 2016 Ratified by the Governing body 1 CONTENTS

More information

DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF

DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF Issue Date:- 8/9/09 Final DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF 1. Policy statement The College is committed to the elimination of discrimination on the grounds of

More information

Recruitment and Selection Policy and Procedure

Recruitment and Selection Policy and Procedure Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

Code of Conduct for Staff

Code of Conduct for Staff Diocese of Bristol Academies Trust Code of Conduct for Staff Date Adopted: 4 th June 2015 Date Reviewed:.v 1 Final Page 1 History of most recent Policy changes (must be completed) Date Page Change Origin

More information

Managing Sickness Procedure/Policy

Managing Sickness Procedure/Policy 1.0 Aim of the procedure 1.1 To ensure that managers: 1 understand and apply the Council s standards of attendance in the work-place and monitor their achievement 2 identify through risk assessments, general

More information

Nottinghamshire School Disciplinary Procedure

Nottinghamshire School Disciplinary Procedure Nottinghamshire School Disciplinary Procedure Part 2 Managing Allegations of Child Abuse against School Staff April 2017 HR Advice, Support and Training Service 0 Part 2 School Disciplinary Procedure -Managing

More information

WITH EFFECT FROM 1 JANUARY Many difficulties that arise can be resolved quickly and informally between managers and their staff.

WITH EFFECT FROM 1 JANUARY Many difficulties that arise can be resolved quickly and informally between managers and their staff. THE GRIEVANCE PROCEDURE 1. INTRODUCTION WITH EFFECT FROM 1 JANUARY 2013 1.1. Many difficulties that arise can be resolved quickly and informally between managers and their staff. 1.2. Every effort should

More information

Technical factsheet Disciplinary, dismissal and grievance procedures

Technical factsheet Disciplinary, dismissal and grievance procedures Technical factsheet Disciplinary, dismissal and grievance procedures This factsheet is part of a suite of employment factsheets and a pro forma contract that are updated regularly. These are: The contract

More information

Staff Disciplinary Policy

Staff Disciplinary Policy St Crispin's School Policy Staff Disciplinary Policy Version Date Changes or reason for Update Date Approved Number Created V1 1999 First Issue 1999 V2 April 2005 New Issue from the LEA April 05 V3 02/2007

More information

Grievance Procedure. Version: 3. All Southern Health Staff.

Grievance Procedure. Version: 3. All Southern Health Staff. SH HR 26 Version: 3 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE The Association recognises that, from time to time, members of staff may have problems or concerns regarding their work or relationships

More information

Ealing Schools. Medical Capability Procedure

Ealing Schools. Medical Capability Procedure Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness

More information

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Status of Policy: Updated September 2013 Contents Page 1. Scope and Principles 2 2. Disciplinary Procedure Flowchart 3 3. Right to be accompanied 5 4. Pre Disciplinary

More information

Chessington Community College 1.1 ROYAL BOROUGH OF KINGSTON SCHOOL S MODEL DISCIPLINARY PROCEDURE FOR DEVOLVED AUTHORITY TO HEAD TEACHERS.

Chessington Community College 1.1 ROYAL BOROUGH OF KINGSTON SCHOOL S MODEL DISCIPLINARY PROCEDURE FOR DEVOLVED AUTHORITY TO HEAD TEACHERS. Chessington Community College DISCIPLINARY PROCEDURE 1.1 ROYAL BOROUGH OF KINGSTON SCHOOL S MODEL DISCIPLINARY PROCEDURE FOR DEVOLVED AUTHORITY TO HEAD TEACHERS. Category Statutory Page 1 of 20 Author

More information

Newcastle University Grievance Procedure

Newcastle University Grievance Procedure Newcastle University Grievance Procedure Contents 1. INTRODUCTION...1 2. SCOPE...2 3. AIM OF THE PROCEDURE...2 4. INFORMAL APPROACH TO DEALING WITH GRIEVANCES...2 5. RIGHT OF REPRESENTATION...3 6. TRADE

More information

BISHOP GROSSETESTE UNIVERSITY. Document Administration

BISHOP GROSSETESTE UNIVERSITY. Document Administration BISHOP GROSSETESTE UNIVERSITY Document Administration Document Title: Document Category: Sickness Absence Policy and Procedure Policy and Procedure Version Number: 2 Status: Reason for development: Scope:

More information

Disciplinary Procedure. November 2015

Disciplinary Procedure. November 2015 Disciplinary Procedure November 2015 Document title Disciplinary Procedure November 2015 Document author and department Responsible person and department Sue Davies, HR Business Partner, Human Resources

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure Church schools serving their communities through excellence, exploration and encouragement within the love of God. The diocese of Lincoln is called to faithful worship, confident

More information

SICKNESS ABSENCE POLICY & PROCEDURE

SICKNESS ABSENCE POLICY & PROCEDURE Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.

More information

Employment Appeals Procedure

Employment Appeals Procedure Employment Appeals Procedure Version: 3 Bodies consulted: Staff side chair Approved by: EMT Date Approved: 27.9.16 Lead Manager: Director of Human Resources Responsible Director: Deputy Chief Executive

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Head of HR Head of Employee Relations

More information

ABBEY PRIMARY SCHOOL DISCIPLINARY PROCEDURE CONTENTS

ABBEY PRIMARY SCHOOL DISCIPLINARY PROCEDURE CONTENTS ABBEY PRIMARY SCHOOL DISCIPLINARY PROCEDURE CONTENTS Paragraph/Appendix Disciplinary Procedure Introduction 1 Informal Resolution 2 Establishing the facts 3 Suspension 4 Gross misconduct 5 Notifying the

More information

Staff Grievance Policy V1.0

Staff Grievance Policy V1.0 Staff Policy V1.0 Date Name Notes Drafted June 2014 S. France Adapted from DCC model Adopted June 172014 PPC Reviewed Reviewed Reviewed This policy will be reviewed every 3 years 1 Introduction 1.1 Effective

More information

GRIEVANCE PROCEDURE. For Coast Academies

GRIEVANCE PROCEDURE. For Coast Academies GRIEVANCE PROCEDURE For Coast Academies Approved 23 rd November 2015 1 Policy Statement Coast Academies encourages open communication between all employees. Our aim is to maintain constructive working

More information

Brook Learning Trust. Staff Disciplinary and Conduct Matters Policy and Procedure

Brook Learning Trust. Staff Disciplinary and Conduct Matters Policy and Procedure Introduction Brook Learning Trust Staff Disciplinary and Conduct Matters Policy and Procedure At Brook Learning Trust we bring together our unique academies in our belief in the power of education to change

More information