All central team Director of the Trust Independent Where dismissal is Panel of three from employees except person appointed not a possible Central Trust Director of the by the Director of outcome: Director of Board Trust the Trust the Trust Where dismissal is a possible outcome: panel of three, including at least one member of the Central Trust Board Suspend the Investigate Hear the disciplinary Hear the appeal employee, and the end the allegations Director of the Trust suspension Where dismissal is Chair of the Central Independent person Panel of three from Trust Board (or appointed by the not a possible the Central Trust nominated Chair of the Trust outcome: member of Board delegate) Board the Central Trust Board appointed by Chair Where dismissal is a possible outcome: panel of three from the Central Trust Board 13.0 Records Records of disciplinary hearings and disciplinary appeal hearings will be kept detailing: the nature of any allegations the employee’s defence or mitigation the action taken and the reasons for it whether an appeal was lodged and its outcome any subsequent developments. These records will be kept confidential and retained in accordance with the Data Protection Act and Freedom of Information Act, which require the release of certain data to individuals on their request. Records will be disregarded for disciplinary purposes after a set period of time depending on the level of penalty given (see 10.3), and will be retained for six years after employment ceases, after which time they must be destroyed as confidential waste. 14.0 Criminal Conduct Employees are required to inform the Headteacher/Principal or Director of the Trust in the event of being cautioned or arrested on suspicion of a criminal offence which affects their ability to properly fulfill their duties whether the offence is committed during the course of employment or outside employment. Failure to comply with this requirement may be regarded as gross misconduct and may lead to summary dismissal. Advice should be sought from Human Resources, and action taken in light of the particular circumstances of a case, and with reference to the ACAS guide on discipline and grievances at work. 15.0 Review This procedure will be reviewed to respond to any changes in the employment legislation, and at least every three years.
All central team employees except Director of the Trust Director of the Trust Independent person appointed by the Director of the Trust Where dismissal is not a possible outcome: Director of the Trust Where dismissal is a possible outcome: panel of three, including at least one member of the Central Trust Board Panel of three from Central Trust Board Suspend the employee, and end the suspension Investigate the allegations Hear the disciplinary Hear the appeal Director of the Trust Chair of the Central Trust Board (or nominated delegate) Independent person appointed by the Chair of the Trust Board Where dismissal is not a possible outcome: member of the Central Trust Board appointed by Chair Where dismissal is a possible outcome: panel of three from the Central Trust Board Panel of three from the Central Trust Board 13.0 Records Records of disciplinary hearings and disciplinary appeal hearings will be kept detailing: the nature of any allegations the employee’s defence or mitigation the action taken and the reasons for it whether an appeal was lodged and its outcome any subsequent developments. These records will be kept confidential and retained in accordance with the Data Protection Act and Freedom of Information Act, which require the release of certain data to individuals on their request. Records will be disregarded for disciplinary purposes after a set period of time depending on the level of penalty given (see 10.3), and will be retained for six years after employment ceases, after which time they must be destroyed as confidential waste. 14.0 Criminal Conduct Employees are required to inform the Headteacher/Principal or Director of the Trust in the event of being cautioned or arrested on suspicion of a criminal offence which affects their ability to properly fulfill their duties whether the offence is committed during the course of employment or outside employment. Failure to comply with this requirement may be regarded as gross misconduct and may lead to summary dismissal. Advice should be sought from Human Resources, and action taken in light of the particular circumstances of a case, and with reference to the ACAS guide on discipline and grievances at work. 15.0 Review This procedure will be reviewed to respond to any changes in the employment legislation, and at least every three years.