Disciplinary policy 

At our setting, we strive to maintain a harmonious working environment. However, in cases where disagreements or misconduct occur, the following disciplinary procedures will be followed:

 

Minor Disagreements:

It is acknowledged that minor disagreements may arise among staff or between staff and management. We encourage resolving these disagreements informally through discussions. If needed, the assistance of the area organiser or Local Authority advisor may be sought when the grievance falls outside the scope of the procedures outlined below.

 

Disciplinary Procedure:

In more serious situations where disputes cannot be resolved informally, we will only consider and address written complaints. Instant dismissal will only occur in cases of extreme gross misconduct. Examples of such misconduct include:

• Theft or fraud

• Ill-treatment of children

• Assault

• Malicious damage

• Gross carelessness that endangers the health and safety of others

In all other cases, appropriate warnings will be given before dismissal. The disciplinary process generally consists of three stages:

 

Verbal Warning:

In the case of a minor infringement, a formal verbal warning may be issued. This warning will be recorded but disregarded for disciplinary purposes after a specified period (6 months). You have the right to appeal against a formal verbal warning.

 

Written Warning:

If the infringement is more serious or if there is no improvement in conduct following a formal verbal warning, a formal written warning will be given. This written warning will include details of the complaint, required improvements or changes, a timescale, the right to appeal, and the possibility of receiving a final written warning if there is no sustained satisfactory improvement. A copy of the written warning will be kept on file for disciplinary purposes for a specified period (12 months).

 

Dismissal:

If conduct or performance fails to improve, the final step may involve considering dismissal or taking alternative disciplinary action, such as demotion.

• Step 1: A written statement outlining the alleged conduct, characteristics, or circumstances leading to dismissal or disciplinary action will be provided. You will be invited to a hearing to discuss the matter.

• Step 2: The meeting will take place before any disciplinary action, except suspension on full pay, is taken. It will be scheduled after you have had a reasonable opportunity to review our written statement and any additional verbal explanation provided. Your attendance at the meeting is mandatory.

After the meeting, we will inform you of our decision and notify you of your right to appeal if you are dissatisfied with the outcome.

• Step 3: If you wish to appeal, you must notify Joy Jelfs in writing within a reasonable timeframe. In this case, you will be invited to attend a further meeting following the procedure outlined in step 2.

 

Principles of the Dismissal Procedure:

The following principles apply to the above dismissal procedure:

• Joy Jelfs holds the authority to discipline under this procedure.

• You have the right to be accompanied by a trade union representative or a co-worker to any meeting.

• Each step of the procedure will be conducted without undue delay, and meetings will be scheduled at reasonable times and locations.

• Meetings will be conducted in a manner that allows both parties to present their cases effectively.

• Detailed records will be maintained, including the nature of any disciplinary breach or unsatisfactory performance, your defence or mitigation, the actions taken, the reasons behind them, whether an appeal was lodged, the outcome, and any subsequent developments. These records will be treated confidentially.

 

CREATED: AUGUST 2023   NEXT REVIEW: AUGUST 2024