Where a parent has made the allegation they may be confidentially informed of the suspension and any developments where it is necessary to provide reassurance. The parent (and family) will be advised to keep the matter confidential. In certain circumstances, e.g. child protection investigations, it may be necessary for the Headteacher (in consultation with the Chair of Governors) to provide immediate reassurance to parents and children in the school and there may be a need for information to continue to be provided during the course of an investigation to parents, children and other colleagues. The Investigation Often, before a formal investigation commences, employees may be asked to provide an account of events shortly after an incident has occurred. Employees should be advised that they may wish to seek trade union advice prior to submitting their account. Employees will be expected to co-operate with such requests or instructions to provide information that may be used as part of a management fact-find or informal investigation. Often this fact-find will determine whether a formal investigation is necessary or appropriate. Evidence obtained within this fact-find may subsequently be utilised as part of the formal investigation. Who Should Investigate? When it is decided that a formal investigation is appropriate the SLT or governors should determine who will be the Investigating Officer. If it is likely that the investigation may result in a disciplinary or grievance hearing, where the Headteacher may hear the case, It is advisable that an alternative member of the senior leadership team or an external investigator is commissioned in order to conduct the investigation. If it is likely that the investigation may result in a disciplinary or grievance hearing, where the governors may hear the case, it is advisable that the Head teacher, an alternative member of the senior leadership team or an external investigator is commissioned in order to conduct the investigation. If the Headteacher or senior member of staff is a key witness, or has key or intimate knowledge which could be seen to prejudice the investigation, it may not be appropriate that they conduct the investigation, present the case at a hearing or hear the case. (Please contact Human Resources for further advice). External Investigators The school may also contact Human Resources with a view to commissioning an external investigator. If an external investigator is commissioned, he/she will report to the nominated governor/s that will retain responsibility for the case. This is outside the agreed and will be at SLA’s an additional cost to the school.
Where a parent has made the allegation they may be confidentially informed of the suspension and any developments where it is necessary to provide reassurance. The parent (and family) will be advised to keep the matter confidential. In certain circumstances, e.g. child protection investigations, it may be necessary for the Headteacher (in consultation with the Chair of Governors) to provide immediate reassurance to parents and children in the school and there may be a need for information to continue to be provided during the course of an investigation to parents, children and other colleagues. The Investigation Often, before a formal investigation commences, employees may be asked to provide an account of events shortly after an incident has occurred. Employees should be advised that they may wish to seek trade union advice prior to submitting their account. Employees will be expected to co-operate with such requests or instructions to provide information that may be used as part of a management fact-find or informal investigation. Often this fact-find will determine whether a formal investigation is necessary or appropriate. Evidence obtained within this fact-find may subsequently be utilised as part of the formal investigation. Who Should Investigate? When it is decided that a formal investigation is appropriate the SLT or governors should determine who will be the Investigating Officer. If it is likely that the investigation may result in a disciplinary or grievance hearing, where the Headteacher may hear the case, It is advisable that an alternative member of the senior leadership team or an external investigator is commissioned in order to conduct the investigation. If it is likely that the investigation may result in a disciplinary or grievance hearing, where the governors may hear the case, it is advisable that the Head teacher, an alternative member of the senior leadership team or an external investigator is commissioned in order to conduct the investigation. If the Headteacher or senior member of staff is a key witness, or has key or intimate knowledge which could be seen to prejudice the investigation, it may not be appropriate that they conduct the investigation, present the case at a hearing or hear the case. (Please contact Human Resources for further advice). External Investigators The school may also contact Human Resources with a view to commissioning an external investigator. If an external investigator is commissioned, he/she will report to the nominated governor/s that will retain responsibility for the case. This is outside the agreed SLA’s and will be at an additional cost to the school.