the reasons why the employee is particularly concerned about the situation. The employee should be asked to date and sign their letter and/or the notes of any discussion. The Senior Manager should positively encourage the employee to do this, as a concern expressed anonymously is much less powerful and much more difficult to address, especially if the letter/notes become evidence in other proceedings, e.g. an internal disciplinary hearing. The Senior Manager should follow the policy as set out above and in particular explain to the employee: who he/she will need to speak to in order to determine the next steps (e.g. Headteacher); what steps s/he intends to take to address the concern; how s/he will communicate with the employee during and at the end of the process. It should be noted that the need for confidentiality may prevent the school giving the employee specific details of any necessary investigation or any necessary disciplinary action taken as a result; that the employee will receive a written response within ten working days; that their identity will be protected as far as possible, but should the investigation into the concern require the employee to be named as the source of the information, that this will be discussed with the employee before their name is disclosed; that the Local Governing Body will do all that it can to protect the employee from discrimination and/or victimisation; that the matter will be taken seriously and investigated immediately; that if the employee's concern, though raised as a genuine concern, is not confirmed by the investigation, no punitive action will be taken against them; if clear evidence is uncovered during the investigation that s/he has made a malicious or vexatious allegation, disciplinary action may be taken against them; and the investigation may confirm their allegations to be unfounded in which case the Local Governing Body will deem the matter to be concluded unless new evidence becomes available. Stage Two: Following the initial meeting with the employee, the Senior Manager should consult with the Headteacher or Chair of Governors to determine whether an investigation is appropriate and, if so, what form it should take. A record should be made of the decisions and/or agreed actions.
the reasons why the employee is particularly concerned about the situation. The employee should be asked to date and sign their letter and/or the notes of any discussion. The Senior Manager should positively encourage the employee to do this, as a concern expressed anonymously is much less powerful and much more difficult to address, especially if the letter/notes become evidence in other proceedings, e.g. an internal disciplinary hearing. The Senior Manager should follow the policy as set out above and in particular explain to the employee: who he/she will need to speak to in order to determine the next steps (e.g. Headteacher); what steps s/he intends to take to address the concern; how s/he will communicate with the employee during and at the end of the process. It should be noted that the need for confidentiality may prevent the school giving the employee specific details of any necessary investigation or any necessary disciplinary action taken as a result; that the employee will receive a written response within ten working days; that their identity will be protected as far as possible, but should the investigation into the concern require the employee to be named as the source of the information, that this will be discussed with the employee before their name is disclosed; that the Local Governing Body will do all that it can to protect the employee from discrimination and/or victimisation; that the matter will be taken seriously and investigated immediately; that if the employee's concern, though raised as a genuine concern, is not confirmed by the investigation, no punitive action will be taken against them; if clear evidence is uncovered during the investigation that s/he has made a malicious or vexatious allegation, disciplinary action may be taken against them; and the investigation may confirm their allegations to be unfounded in which case the Local Governing Body will deem the matter to be concluded unless new evidence becomes available. Stage Two: Following the initial meeting with the employee, the Senior Manager should consult with the Headteacher or Chair of Governors to determine whether an investigation is appropriate and, if so, what form it should take. A record should be made of the decisions and/or agreed actions.