INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)

Size: px
Start display at page:

Download "INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)"

Transcription

1 Disciplinary Policy INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Consultation Staff Forum August 2014 Union Agreement Alan Turrell, Head of Contracting & Procurement Organisational Development Committee Ratification Date 20 November 2014 Disciplinary Policy August 2014 v4.0 Page 1 of 12

2 DISCIPLINARY POLICY The Organisational Development Committee approved this document on: Date: November 2014 Signed: Signed: Chair of the committee Designated Senior Officer Please note that the Intranet version of this document is the only version that is maintained. Any printed versions should therefore be viewed as uncontrolled and may not be the most up-to-date. Version: V 4.0 Status Ratified CCG Lead Yvette Sheward Strategic Lead for Integrated Governance and Organisational Development Senior Officer responsible Yvette Sheward Strategic Lead for Integrated Governance and Organisational Development Ratified by: OD Date ratified: November 2014 Date Policy is Effective From Date of ratification Review date: August 2017 Expiry date: November 2017 Date of Equality and Diversity Impact Assessment Date of Health Inequalities Impact Assessment Target audience: CCG staff and staff working for the CCG National Documents CCG linked documents Distribution of the document Implementation of the document Document Control and Archiving Intranet Obsolete or superseded documents will be removed from the intranet and where relevant replaced with an updated version. Previous versions will be archived in the safeguard system in accordance with Disciplinary Policy August 2014 v4.0 Page 2 of 12

3 Monitoring Compliance and Effectiveness References the Records Management NHS Code of Practice; disposal and retention schedule. CONTRIBUTION LIST Key individuals involved in developing the document Name HR CSU West Midlands Union Representatives Staff Council Yvette Sheward Designation Circulated to the following for consultation Name/Committee/Group/ Staff Council Organisational Development Designation Comments received from consultation Name/Committee/Group Comments Version Control Summary Version Date Comments on Changes Author Disciplinary Policy August 2014 v4.0 Page 3 of 12

4 Contents POLICY OVERVIEW... 3 Purpose... 3 Who this Policy applies to... 3 Key Principles... 3 Legal Considerations... 3 SUPPORTING PRINCIPLES... 4 THE POLICY... 5 Informal Discussions... 5 Professional Registration... 5 Establish the facts of each case... 5 Suspension... 6 Inform the employee of the problem... 6 Hold a hearing with the employee to discuss the problem... 7 Allow the employee to be accompanied at the hearing... 7 Decide on appropriate action... 8 Scheme of Delegation Provide employees with an opportunity to appeal Action against Union Representatives Support to Staff Conduct outside of work Disciplinary Policy August 2014 v4.0 Page 4 of 12

5 POLICY OVERVIEW Disciplinary Policy Purpose In order to operate effectively, high standards for performance and conduct are expected from all our staff. Cases of minor misconduct or unsatisfactory behaviour are usually best dealt with informally. This policy aims to ensure that where some form of formal action is needed, issues are dealt with promptly, fairly and consistently. Who this Policy applies to The policy applies to all staff that are employees of the organisation in either a permanent, fixed term or temporary post with the exception of Bank and agency staff. For Doctor's and Dentist's, referral must be made to the Disciplinary procedure for Medical Staff and the Department of Health 'Maintaining High Professional Standards in the Modern NHS' document. Key Principles Employers and employees should raise and deal with issues promptly and should not unreasonably delay meetings, decisions or confirmation of those decisions. Informal action will be considered, where appropriate, to resolve problems. For formal action the employee will be advised of the nature of the allegations against him or her and will be given the opportunity to state his or her case before any decision is made at a disciplinary hearing. Employees will be provided, where appropriate, with written copies of evidence and relevant witness statements in advance of a disciplinary hearing. Employers should allow an employee to appeal against any formal decision made. Legal Considerations The ACAS Code of Practice on disciplinary and grievance procedures sets out principles for handling disciplinary and grievance situations in the workplace. Employment tribunals are legally required to take the Code into account when considering relevant cases. Most of the provisions governing unfair dismissal are to be found in the Employment Rights Act 1996 as amended. Numerous other pieces of legislation cross refer to unfair dismissal issues. Disciplinary Policy August 2014 v4.0 Page 5 of 12

6 SUPPORTING PRINCIPLES Disciplinary Policy Employers and employees should raise and deal with issues promptly and should not unreasonably delay meetings, decisions or confirmation of those decisions. Employers and employees should act consistently. Informal action will be considered, where appropriate, to resolve problems. For formal action the employee will be advised of the nature of the allegations against him or her and will be given the opportunity to state his or her case before any decision is made at a disciplinary hearing. Employees will be provided, where appropriate, with written copies of evidence and relevant witness statements in advance of a disciplinary hearing. No employee will be dismissed for a first breach of discipline except in the case of gross misconduct, when the penalty will be dismissal without notice or payment in lieu of notice. The procedure may be implemented at any stage if the employee's alleged misconduct warrants this. Employers should carry out any necessary investigations, to establish the facts of the case. Employers should inform employees of the basis of the problem and give them an opportunity to put their case in response before any decisions are made. Employers should allow employees to be accompanied at any formal disciplinary meetings. Employers should allow an employee to appeal against any formal decision made. Where issues of misconduct cannot be resolved informally or it is inappropriate to do so the formal disciplinary procedure may be used. Disciplinary Policy August 2014 v4.0 Page 6 of 12

7 THE POLICY Disciplinary Policy The policy below provides the overarching principles of managing any misconduct. In addition to the policy there is a user s guide which provides more details on each stage of the process and includes how to guide. It is essential that whenever considering any disciplinary action (formal or informal) that both the Policy and the Guide are read and understood. Informal Discussions Wherever possible, an initial discussion should be held between the employee and their manager. It is in everyone s best interest for an issue to be dealt with quickly and fairly at the lowest possible level and we hope that the majority of concerns will be resolved at this stage. The employee and the manager should keep a note of the discussion. Professional Registration Where an individual is required to have professional registration to undertake their role and fails to maintain this registration this could be considered a disciplinary act and will be considered under this policy. Where an individual is registered under a professional body and is being managed under the disciplinary policy consideration must be given about whether it is appropriate to make a referral to the professional body. Advice should always be sought from HR where disciplinary action is being considered for someone with professional registration. Establish the facts of each case It is important to carry out necessary investigations of potential disciplinary matters without unreasonable delay to establish the facts of the case. In some cases this will require the holding of an investigation meeting with the employee before proceeding to any disciplinary hearing. In others, the investigatory stage will be the collation of evidence by the employer for use at any disciplinary hearing. Advice should be sought from HR in all cases where disciplinary action is being considered to ensure compliance with the policy and a fair process and investigation is undertaken. It is important to note that if an employee is charged with, or convicted of a criminal offence this is not normally in itself reason for disciplinary action. Consideration needs to be given to what effect the charge or conviction has on the employee s suitability to do the job and their relationship with their employer, work colleagues and patients. In misconduct cases different people should carry out the investigation and the disciplinary hearing. However, the manager may conduct an initial investigation and decide that a Disciplinary Policy August 2014 v4.0 Page 7 of 12

8 hearing is not appropriate based on the facts of the investigation. In this case the manager can discuss with the individual the concerns at an informal stage. If there is an investigatory meeting this should not by itself result in any disciplinary action. Employees will be allowed to be accompanied at a formal investigatory meeting under this policy. The investigation report should be written up in full and the recommendations should indicate whether the investigating officer believes there is a case to answer and whether dismissal could be a consideration due to gross misconduct or previous warnings issued. The recommendation should be considered when arranging the hearing and ensuring the most appropriate hearing panel is arranged. Where the investigation does not find a case to answer or the recommendation is not to have a hearing the report will be submitted to the head of service for review with the individual. The head of service can discuss the findings and outcomes with the individual and discuss and actions to take to ensure that allegations of this type are not made again. This will be confirmed in writing to the individual and placed on the personal file. No sanction can be issued at this meeting. Suspension Suspension is not a disciplinary sanction and carries no assumption of guilt. It is a means of protecting the interests of the staff member and the organisation whilst the investigation is taking place. Where the allegation could be an act of Gross misconduct suspension may be the only appropriate action to take to protect the individual and the organisation. Where a criminal investigation is being undertaken by the Police or NHS protect* consideration should be given to whether suspension is appropriate during the length of the investigation whilst any criminal activity is investigated In cases where a period of suspension with pay is considered necessary, this period should be as brief as possible, should be kept under review and it should be made clear that this suspension is not considered a disciplinary action. Further guidance on suspension can be found in the user s guide. Inform the employee of the problem If it is decided that there is a disciplinary case to answer following the investigation and fact finding, the employee should be notified of this in writing. This notification should contain sufficient information about the alleged misconduct and its possible consequences to enable the employee to prepare to answer the case at a disciplinary hearing. It would normally be appropriate to provide copies of any written evidence, which may include any witness statements, with the notification. *NHS Protect leads on work to identify and tackle crime across the health service, more information is available via August 2014 Page 6 of 12

9 The notification should also give details of the time and venue for the disciplinary hearing and advise the employee of their right to be accompanied at the hearing. Where the investigation has found that there is no case to answer or there is insufficient evidence to support the allegations the report and recommendations should be submitted to the head of service. The head of service will then meet with the individual to discuss the findings and agree any appropriate action plan. The outcome of these discussions will be placed on the personal file to confirm that there was no case to answer and the agreed actions. Hold a hearing with the employee to discuss the problem The hearing should be held without unreasonable delay whilst allowing the employee reasonable time to prepare their case. Employers and employees (and their companions) should make every effort to attend the hearing. Consideration should be given as to whether a hearing can be conducted without the employee should the hearing not be arranged within a reasonable timescale and upon offering of two separate hearing dates. At the hearing the employer should explain the complaint against the employee and go through the evidence that has been gathered. The employee should be allowed to set out their case and answer any allegations that have been made. The employee should also be given a reasonable opportunity to ask questions, present evidence and call relevant witnesses. They should also be given an opportunity to raise points about any information provided by witnesses. Where an employer or employee intends to call relevant witnesses they should give advance notice that they intend to do this. The scheme of delegation for a hearing panel can be found below and varies depending on the potential outcome of the hearing. Where the outcome of the hearing could be dismissal the employee should be informed of this in the letter inviting him to the hearing. Allow the employee to be accompanied at the hearing This policy gives workers the right to be accompanied by a companion at each stage of the process. The chosen companion will be a fellow worker, a trade union representative, or an official employed by a trade union. A trade union representative who is not an employed official must have been certified by their union as being competent to accompany a worker. Legal representation is not permitted at any part of the disciplinary process. Employees must make a reasonable request to be accompanied and what is reasonable will depend on the circumstances of each individual case. However, it would not normally be reasonable for workers to insist on being accompanied by a companion whose presence would prejudice the hearing nor would it be reasonable for a worker to ask to be accompanied by a companion from a remote geographical location if someone suitable and willing was available on site. Nor would it be reasonable for the worker to delay proceedings because their chosen companion was not available within a reasonable time scale (usually within 5 working days of the original meeting). August 2014 Page 7 of 12

10 The companion should be allowed to address the hearing to put and sum up the worker s case, respond on behalf of the worker to any views expressed at the hearing and confer with the worker during the hearing. The companion does not, however, have the right to answer questions on the worker s behalf, address the hearing if the worker does not wish it or prevent the employer from explaining their case. Decide on appropriate action At the hearing the panel will be able to consider a number of sanctions, outcomes and actions and this will be dependent on the seriousness of the misconduct, the investigation case, any mitigations or previous records of misconduct. The panel can consider the following outcomes: Sanction Consideration Live record No action justified The investigation does not present n/a enough evidence to suggest or warrant any further sanction to be given First Written Warning A written warning is usually given in cases of less serious conduct, where no current warning is on file 12 months Final Written Warning Action short of dismissal A final written warning would normally be given if there is - As accumulation of minor offences - A failure to respond to a first written warning - A repeat of an act of misconduct during the life of a first written warning - A more serious offence This option can be considered where a final written warning on its own, would not be considered as a sufficient sanction and further additional action needs to be taken, however dismissal would not be considered appropriate or this option may be consider if the conduct is considered gross misconduct however alternatives to dismissal have been considered. In both cases, these alternatives may include some of the following options on a permanent or Placed on employees file for Placed on employees file for 24 months Records remain on employees file for at least 24 months and dependent on the action taken August 2014 Page 8 of 12

11 temporary basis: Demotion Redeployment to another team or service Restriction of duties Training Performance Management Dismissal Dismissal will occur if: The staff member commits an act of gross misconduct The required improvements have not been made following a final written warning There has been a further act of misconduct during the life of a final written warning. Dismissal may be with notice or summary dismissal for gross misconduct. Summary dismissal is without notice and will be with immediate effect This outcome will remain on the employees file in line with the retaining of records guidance as an ex employee The outcomes available to the panel for consideration could be sequential i.e. first action are a written warning then a further breach of the same act within the live record period is a final written warning. The panel can also decide to issue a final written warning or dismissal without first issuing a first written warning if they consider the act to be of a serious enough nature. Where an individual is required to have professional registration consideration should be given to the requirement to notify the professional body where any disciplinary sanction has been issued. Where a dismissal has taken place the relevant professional body must be notified of this. After the hearing decide whether or not disciplinary or any other action is justified and inform the employee accordingly in writing within 5 working days of the hearing. As detailed in the table above where misconduct is confirmed it is usual to give the employee a written warning. A further act of misconduct within a set period would normally result in a final written warning. If an employee s first misconduct or unsatisfactory performance is sufficiently serious, it may be appropriate to move directly to a final written warning. This might occur where the employee s actions have had, or are liable to have, a serious or harmful impact on the organisation. August 2014 Page 9 of 12

12 A first or final written warning should set out the nature of the misconduct and the change in behaviour (with timescale). The employee should be told how long the warning will remain current. The employee should be informed of the consequences of further misconduct within the set period following a final warning. For instance that it may result in dismissal or some other contractual penalty such as demotion or loss of seniority. A decision to dismiss should only be taken by a manager who has the authority to do so. The employee should be informed as soon as possible of the reasons for the dismissal, the date on which the employment contract will end, the appropriate period of notice and their right of appeal. Some acts, termed gross misconduct, are so serious in themselves or have such serious consequences that they may call for dismissal without notice for a first offence. But a fair disciplinary process should always be followed, before dismissing for gross misconduct. Examples of acts considered gross misconduct are listed below however this list is not exhaustive: theft or fraud proven investigation by NHS protect relating to theft or fraud physical violence or bullying deliberate and serious damage to property serious misuse of an organisation s property or name deliberately accessing internet sites containing pornographic, offensive or obscene material serious insubordination unlawful discrimination or harassment bringing the organisation into serious disrepute serious incapability at work brought on by alcohol or illegal drugs causing loss, damage or injury through serious negligence a serious breach of health and safety rules a serious breach of confidence Where an employee is persistently unable or unwilling to attend a disciplinary meeting or hearing without good cause the employer should make a decision on the evidence available. Scheme of Delegation When considering any disciplinary action it is important to ensure that the most appropriate person makes the decisions for the organisation. The below table details the scheme of delegation for each aspect of the disciplinary policy: August 2014 Page 10 of 12

13 Action Suspension First Written Warning, Final Written Warning, Action Short of Dismissal Or Dismissal Appeal Delegation The most senior manager available on site at the time with advice from HR and authorisation provided on the phone from an executive director Head of service and HR Executive Director, Senior HR, Senior Manager independent from the investigation Executive Director, Senior HR and Senior Manager not involved in the dismissal decision Where there is a potential dismissal of an Executive Director consideration will be given as to the most appropriate membership of the panel which may include support and a Director from the Local Area Team who will be given delegated responsibilities to make the decision on behalf of the CCG. Provide employees with an opportunity to appeal Where an employee feels that disciplinary action taken against them is wrong or unjust they should appeal against the decision. Appeals should be heard without unreasonable delay and ideally at an agreed time and place. Employees should let employers know the grounds for their appeal in writing. The appeal should be dealt with impartially and wherever possible, by a manager who has not previously been involved in the case. Workers have a statutory right to be accompanied at appeal hearings. Employees should be informed in writing of the results of the appeal hearing as soon as possible. Following an appeal the original decision may be confirmed, revoked or replaced with a different decision. The final decision will be confirmed in writing, if possible within 7 working days of the appeal meeting. There will be no further right of appeal. The date that any dismissal takes effect will not be delayed pending the outcome of an appeal. However, if the appeal is successful, the decision to dismiss will be revoked with no loss of continuity or pay. August 2014 Page 11 of 12

14 Action against Union Representatives Where disciplinary action is being considered against an employee who is a trade union representative the normal disciplinary procedure should be followed. Depending on the circumstances, however, it is advisable to discuss the matter at an early stage with an official employed by the union, after obtaining the employee s agreement. Support to Staff It is recognised that being part of any disciplinary process can be an anxious time for any individual and therefore it is important that they are also provided with support during any investigation. It is the responsibility of the manager to provide the individual with details about occupational health, staff counselling and HR who can all provide support to the individual. Conduct outside of work All employees of the CCG have a responsibility to live the values of the organisation and act responsibly on behalf of the public organisation. Where conduct outside of the workplace could be considered as damaging the reputation of the CCG or not upholding the values of the organisation this could be considered a matter of misconduct under the disciplinary policy. Consideration will be given to: - the use of social media and networks - the link between the individuals external behaviour and the ability for them to undertake their role in the CCG - the distribution and knowledge of the conduct - the relevance to the individuals role - membership of an extreme or radical political party where the actions of the individual as a member of this party would not uphold the values of the organisation August 2014 Page 12 of 12

Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016

Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in line

More information

DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: DATE ISSUED: 2016 DATE TO BE REVIEWED:

DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: DATE ISSUED: 2016 DATE TO BE REVIEWED: DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY VERSION DATE AMENDMENT

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

CAPABILITY AND PERFORMANCE POLICY

CAPABILITY AND PERFORMANCE POLICY CAPABILITY AND PERFORMANCE POLICY UNIQUE REFERENCE NUMBER: RC/XX/029/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY

More information

Code of practice on disciplinary and grievance procedures. Code of Practice 1

Code of practice on disciplinary and grievance procedures. Code of Practice 1 Code of practice on disciplinary and grievance procedures Code of Practice 1 Published by TSO (The Stationery Office), part of Williams Lea Tag, and available from: Online www.tsoshop.co.uk Mail, Telephone,

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

Disciplinary Policy and Procedure. Chair of Governors. Executive Headteacher

Disciplinary Policy and Procedure. Chair of Governors. Executive Headteacher Disciplinary Policy and Procedure Signature: Name:.. Chair of Governors Signature: Name:.. Executive Headteacher Date: Date:. Reviewed October 2014 Reviewed November 2015 Reviewed and Amended October 2016

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

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Policies and Procedures Disciplinary Policy & Procedure Last updated July 2012 1 1. Introduction...3 2. Principles..3 3. Issues that may lead to disciplinary action..4 4. Informal Procedure..4 5. Investigations...5

More information

SARH: Disciplinary Policy

SARH: Disciplinary Policy SARH: Date: December 2015 Author of the Strategy/Policy: Steve Tolley Due date for review: December 2018 1 Contents No. Details Page 1 Introduction 2 2 Principles 2-3 3 Confidentiality 3 4 The right to

More information

Queen s Croft High School STAFF DISCIPLINARY POLICY

Queen s Croft High School STAFF DISCIPLINARY POLICY Queen s Croft High School STAFF DISCIPLINARY POLICY Prepared by: Jackie Hesslegrave, Business Manager Checked by: Peter Hawksworth, Headteacher Adopted by Governors: January 2018 Review Date: January 2019

More information

Revised Disciplinary Policy. Revised May 2017

Revised Disciplinary Policy. Revised May 2017 Revised Disciplinary Policy Revised May 2017 INDEX Section Pages 1. Policy Statement 2 2. Scope 2 3. Principles 3 4. Procedure 3 Informal Action 3 Formal Action: Stage 1 The Investigation 4 Formal Action:

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

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

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

OLD WOUGHTON PARISH COUNCIL DISCIPLINARY POLICY v1 rev1

OLD WOUGHTON PARISH COUNCIL DISCIPLINARY POLICY v1 rev1 GLOSSARY OF TERMS The Council O.W.P.C (Old Woughton Parish Council) The employer 1. PURPOSE AND SCOPE This procedure is designed to help and encourage any council employee to achieve and maintain high

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 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

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 REVIEWED BY DATE APPROVED BY Date of Issue: 07/11/2013 Version No: 1 Date of Review: August 2014

DISCIPLINARY POLICY REVIEWED BY DATE APPROVED BY Date of Issue: 07/11/2013 Version No: 1 Date of Review: August 2014 DISCIPLINARY POLICY REVIEWED BY DATE POLICY DEVELOPMENT GROUP 23.10.2013 APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and 07.11.2013 Governance Committee Date of Issue: 07/11/2013

More information

Ensure all circumstances of each case are taken into account. Ensure that consideration is given to the staff member s past record

Ensure all circumstances of each case are taken into account. Ensure that consideration is given to the staff member s past record FORUM HOUSING ASSOCIATION Forum Housing Association is fully committed to all principles of Equality and Diversity and takes an approach which recognises the importance of the nine Protected Characteristics

More information

Disciplinary Procedure. General Policy

Disciplinary Procedure. General Policy Disciplinary Procedure General Policy The Charity has a number of procedures in place to ensure that high standards of performance and conduct are set and maintained at all times. York Mind will endeavour

More information

Disciplinary Process Policy Document BTC/006/DISC Dated: January 2016 Status: Adopted Last Reviewed: May 2016

Disciplinary Process Policy Document BTC/006/DISC Dated: January 2016 Status: Adopted Last Reviewed: May 2016 Disciplinary Process Policy Document BTC/006/DISC Dated: January 2016 Status: Adopted Last Reviewed: May 2016 PURPOSE AND SCOPE This procedure is designed to help and encourage all Council employees to

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

Disciplinary and Grievance Policy

Disciplinary and Grievance Policy South East Cornwall Multi Academy Regional Trust Dobwalls Primary School, Landulph Primary School, Liskeard School and Community College, Looe Community Academy, saltash.net Community School, and Trewidland

More information

SICKNESS ABSENCE POLICY

SICKNESS ABSENCE POLICY SICKNESS ABSENCE POLICY Implementation Date: 01 April 2013 Review Date: 01 April 2016 April 2013 V1.0 Page 1 of 12 Contents POLICY OVERVIEW... 3 Purpose... 3 Who this Policy applies to... 3 Key Principles...

More information

British American Drama Academy

British American Drama Academy British American Drama Academy Grievance and Disciplinary Policy August 2016 14 Gloucester Gate, Regents Park, London NW1 4HG Tel: 020 7487 0730 email:info@badaonline.com British American Drama Academy.

More information

Review date: November 2014 Responsible Manager: Director of Human Resources Group Director (HR and Corporate Services) Accessible to Students: No

Review date: November 2014 Responsible Manager: Director of Human Resources Group Director (HR and Corporate Services) Accessible to Students: No Staff Disciplinary Policy & Procedure Date approved: 24 November 2011 Approved by: NCG Executive Review date: November 2014 Responsible Manager: Director of Human Resources Executive Lead: Group Director

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

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

Disciplinary, Dismissal and Grievance Procedures. The following general principles will apply to the Disciplinary, Dismissal and Grievance Procedures

Disciplinary, Dismissal and Grievance Procedures. The following general principles will apply to the Disciplinary, Dismissal and Grievance Procedures Company Name: Platinum Personnel Solutions UK LTD Model Policy No. Grievance 01 Model Policy Name: Disciplinary, Dismissal and Grievance Procedures Date: Date adopted 10 th January 2015 Version: 1 GENERAL

More information

DISCIPLINARY POLICY 1

DISCIPLINARY POLICY 1 DISCIPLINARY POLICY 1 1. INTRODUCTION Disciplinary rules and procedures help to promote orderly employment relations as well as fairness and consistency in the treatment of individuals. It is fully acknowledged

More information

Disciplinary & dismissal policy

Disciplinary & dismissal policy Disciplinary & dismissal policy 1 Introduction The aim of this procedure is to ensure the fair and consistent treatment of employees in all matters of discipline and dismissal. This procedure should help

More information

CONTROLLED DOCUMENT. Disciplinary Policy

CONTROLLED DOCUMENT. Disciplinary Policy CONTROLLED DOCUMENT CATEGORY: Disciplinary Policy CLASSIFICATION: Policy Human Resources PURPOSE For compliance with the Statutory requirements of Employment Law specifically the Employment Act 2008. This

More information

IDEFORD PARISH COUNCIL DISCIPLINARY POLICY

IDEFORD PARISH COUNCIL DISCIPLINARY POLICY IDEFORD PARISH COUNCIL DISCIPLINARY POLICY The Ideford Parish Council Disciplinary Policy is based on the National Association of Local Councils (NALC) Legal Topic Notice and arrangements issued in February

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

1.1 This policy covers the Company s procedure relating to disciplinary issues, where there is suspicion of misconduct.

1.1 This policy covers the Company s procedure relating to disciplinary issues, where there is suspicion of misconduct. Disciplinary Policy 1. Overview 1.1 This policy covers the Company s procedure relating to disciplinary issues, where there is suspicion of misconduct. 1.2 It applies to all employees. It does not apply

More information

10.3 MANAGING DISCIPLINE

10.3 MANAGING DISCIPLINE ABERDEEN CITY COUNCIL 10.3 MANAGING DISCIPLINE POLICY & PROCEDURE Issue Number Date Approved Pages Amended 4 30 October 2012 4, 6, 8, 9 and 10 Originator Approved By KF/KT LNCT Contents Section 1: Introduction

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: 3.0 Issued Date: March 2017 Review Date: March 2020 Sponsoring Director: Prepared

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Document Control Information Reviewed by the Strategic Management Team June 2016 Date of Next Review: 14 June 2018 Approved by the Board of Management: 13 June 2016 The

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

Reference: HR037 Version: 1.0 Number of Pages 5. Managers are encouraged to help and counsel employees in the first instance to resolve

Reference: HR037 Version: 1.0 Number of Pages 5. Managers are encouraged to help and counsel employees in the first instance to resolve TITLE: DISMISSAL & DISCIPLINARY POLICY Authorised by: Russell Prince Chief Executive Effective Date: Supersedes: 01/03/2016 15/05/2012 Contents Managers are encouraged to help and counsel employees in

More information

WEST HILL PARISH COUNCIL DISCIPLINARY POLICY

WEST HILL PARISH COUNCIL DISCIPLINARY POLICY INTRODUCTION WEST HILL PARISH COUNCIL DISCIPLINARY POLICY 1 This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It is designed

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

DISCIPLINARY POLICY. 2. The policy will be applied fairly, consistently and in accordance with the Equality Act 2010

DISCIPLINARY POLICY. 2. The policy will be applied fairly, consistently and in accordance with the Equality Act 2010 DISCIPLINARY POLICY INTRODUCTION 1. This policy is based on and complies with the 2015 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It also takes account of the ACAS guide

More information

DISCIPLINARY POLICY. Page 1 of 14 Date: 11/2014. PE06 Revision: 1

DISCIPLINARY POLICY. Page 1 of 14 Date: 11/2014. PE06 Revision: 1 Page 1 of 14 1.POLICY STATEMENT 1.1. FGH Security recognises disciplinary rules and procedures are necessary for the effective operation of the organisation by encouraging all staff to achieve and maintain

More information

CURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES

CURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES CURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES CURBAR PARISH COUNCIL DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2009 ACAS Code of Practice 1. It is designed

More information

CCG Governance Structure

CCG Governance Structure Disciplinary Policy Policy Title: Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Disciplinary Policy Any previously agreed policies N/A All CCG Staff N/A Policy

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

Hullbridge Parish Council

Hullbridge Parish Council Adopted 13 th March 2014 Reviewed 17 th March 2017 DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0).

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

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

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Disciplinary Policy & Procedure Engage Liverpool CIC Ltd Disciplinary Policy & Procedure Contents Paragraphs 1 Aims of Disciplinary Policy 2 Principals underpinning policy 3 Disciplinary Procedures 3.1

More information

Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016

Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in

More information

Disciplinary and Appeal Policy

Disciplinary and Appeal Policy Disciplinary and Appeal Policy Author Peopletime Limited Responsible Director Managing Director Ratified By Quality and Safety committee Ratified Date July 2015 Review Date July 2016 Version Policy Consultation

More information

2 The policy will be applied fairly, consistently and in accordance with the Equality Act 2010.

2 The policy will be applied fairly, consistently and in accordance with the Equality Act 2010. CRIGGLESTONE PARISH COUNCIL S DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2015 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It also

More information

Disciplinary and Dismissal Procedure

Disciplinary and Dismissal Procedure Disciplinary and Dismissal Procedure Date updated: April 2018 Lead person(s): Head of Human Resources Review date: April 2019 Policy Title: Sunfield Disciplinary and Dismissal Procedure Page 1 of 9 Human

More information

Disciplinary and Dismissal Procedures

Disciplinary and Dismissal Procedures There have been many changes to employment law and regulations in the last few years. A key area is the freedom or lack of freedom to dismiss an employee. An employee s employment can be terminated at

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

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

DISCIPLINARY POLICY. Date Signature DA Approved Nov 2015 CC Review Nov 2017 Review Nov 2019 Review Nov 2021 Review Nov 2023

DISCIPLINARY POLICY. Date Signature DA Approved Nov 2015 CC Review Nov 2017 Review Nov 2019 Review Nov 2021 Review Nov 2023 DISCIPLINARY POLICY Date Signature DA Approved Nov 2015 CC Review Nov 2017 Review Nov 2019 Review Nov 2021 Review Nov 2023 1 Disciplinary Policy The purpose of the disciplinary policy is to encourage all

More information

Disciplinary policy. Policy Number: Version: 2. Date Ratified: December Paul Balson, Head of Corporate Governance. Date Issued: 18 December 2018

Disciplinary policy. Policy Number: Version: 2. Date Ratified: December Paul Balson, Head of Corporate Governance. Date Issued: 18 December 2018 Disciplinary policy Policy Number: HR02 Version: 2 Ratified by: Governance Committee Date Ratified: December 2017 Name of originator/author: NELCSU Human Resources Paul Balson, Head of Corporate Governance

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

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

Our employer s guide to disciplinary hearings and appeals (fair procedure)

Our employer s guide to disciplinary hearings and appeals (fair procedure) Our employer s guide to disciplinary hearings and appeals (fair procedure) If an employee has behaved badly or their performance is not acceptable, you have every right to protect your business and your

More information

NOTE: This is a template policy that will need to be amended where flagged in bold and square brackets to align to your Club s practices.

NOTE: This is a template policy that will need to be amended where flagged in bold and square brackets to align to your Club s practices. DISCIPLINARY PROCEDURE NOTE: This is a template policy that will need to be amended where flagged in bold and square brackets to align to your Club s practices. Please note that the policy reflects the

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

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

Tudhoe Learning Trust. Staff Disciplinary Policy

Tudhoe Learning Trust. Staff Disciplinary Policy Tudhoe Learning Trust Staff 2017 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... 1 1.3.2 Gross misconduct...2

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

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

Disciplinary Policy. Page 1

Disciplinary Policy. Page 1 Disciplinary Policy Page 1 Disciplinary Policy Doc. Ref. No. HR007 Title of Document Disciplinary Policy Author s Name Rob Osment Author s job title HR Business Partner Dept / Service Human Resources Doc.

More information

Disciplinary Procedures

Disciplinary Procedures Introduction It is necessary for the proper operation of the Company's business and the health and safety of the Company's employees and those of its Clients that the Company operates a disciplinary procedure.

More information

PAIGNTON COMMUNITY AND SPORTS ACADEMY

PAIGNTON COMMUNITY AND SPORTS ACADEMY PAIGNTON COMMUNITY AND SPORTS ACADEMY STAFFING POLICIES DISCIPLINE PROCEDURES Reviewed and updated by the Full Governing Body: March 2013 Next Review due: March 2014 Introduction MODEL DISCIPLINARY PROCEDURES

More information

LANGTHORPE COUNCIL S DISCIPLINARY AND GRIEVANCE POLICY. Disciplinary Policy

LANGTHORPE COUNCIL S DISCIPLINARY AND GRIEVANCE POLICY. Disciplinary Policy Disciplinary Policy INTRODUCTION 1. This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uklchttphandler.ashx?id=1047&p=0).ltis designed to help council employees

More information

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

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

Model Disciplinary & Capability Procedure

Model Disciplinary & Capability Procedure Model Disciplinary & Capability Procedure Note on delegation of power to dismiss: This procedure assumes that the power to dismiss staff remains with the Governing Body and has not been delegated to the

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

Brodetsky Primary School Policies

Brodetsky Primary School Policies Brodetsky Primary School Policies Policy Name: Staff Disciplinary Policy Date Agreed: 31 March 2017 Review Date: Summer 2018 Committee Responsible: Full GB For website publication: Y CONTENTS 1. Introduction

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Document Profile Box Document Reference: QSSD 310 Version: 0005 Ratified by: Workforce and Equality Committee Date ratified: March 2011 Name of originator/author: Name

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

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

DISCIPLINARY POLICY. This Document is for the use of Scotmid Employees and their advisors only.

DISCIPLINARY POLICY. This Document is for the use of Scotmid Employees and their advisors only. DISCIPLINARY POLICY Policy Number 6 July 2015 This Document is for the use of Scotmid Employees and their advisors only. No unauthorised use or reproduction of this document is permitted. Once downloaded

More information

DISCIPLINARY POLICY & PROCEDURE

DISCIPLINARY POLICY & PROCEDURE DISCIPLINARY POLICY & PROCEDURE Approving Body Trust Date of Last Review January 2018 To be Reviewed January 2021 Statutory (Y/N) N Signed/Authorised I. INTRODUCTION PURPOSE AND SCOPE 1. This policy has

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Scope: All Staff Last updated by/date: HR / Oct 2016 Effective Date: Sept 2015 Next review date: Oct 2019 Responsible Dept: Human Resources Associated links & web pages: Available on HR web pages Equality

More information

This policy covers disciplinary action against staff but a similar process will apply to volunteers.

This policy covers disciplinary action against staff but a similar process will apply to volunteers. Procedure: Disciplinary Purpose of the procedure The Charity s aim is to encourage improvement in individual conduct and performance. This procedure sets out the action which will be taken when AUKRS rules

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

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

DISCIPLINARY POLICY. Last Review Date Adopted 2 nd April 2013

DISCIPLINARY POLICY. Last Review Date Adopted 2 nd April 2013 DISCIPLINARY POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Remuneration Committee Date of Approval 9 th January 2014 Date of Implementation 1 st April 2014 Next Review Date February 2017

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE All Collegiate Academy Trust guidance will be adhered to in full by its trading subsidiary Shireland Learning Limited and will be complied with in full APPROVED BY THE CAT OCTOBER

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

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

Employee Relations Policy & Procedure

Employee Relations Policy & Procedure Employee Relations Policy & Procedure Produced by Date approved and agreed People and Organisational Development Services, Corporate Support Services Directorate August 2014 Review Date August 2016 Date

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

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Contents 1. Introduction... 2 2. Investigation... 2 3. Procedure... 3 4. Role of companion... 4 5. The disciplinary hearing... 4 6. Disciplinary action... 4 7. Appeal...

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE 1 Policy Applies to Author(s) Approved by Staff Disciplinary, grievance and Whistleblowing policy All staff in college and boarding premises Paul Fear & Alison Baines I certify I

More information