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Grievance and Disciplinary Procedure

 

 

1. Purpose

 

This procedure outlines how staff and tutors can raise workplace concerns (grievances) and how the organisation responds to conduct or performance issues (disciplinary matters). It ensures fair, transparent and consistent handling of employment-related issues.

 

2. Principles

 

 

  • All staff have the right to be heard and treated fairly.

  • Issues should be resolved informally where possible.

  • Formal processes follow clear stages and reasonable timescales.

  • No one will face disadvantage for raising a genuine grievance.

  • Disciplinary action is based on evidence and proportionality.

  • Confidentiality is maintained throughout.

 

 

 

 

PART A: GRIEVANCE PROCEDURE

 

 

3. Scope of Grievances

 

A grievance may relate to:

 

  • Working conditions

  • Relationships or conduct of colleagues

  • Workload or allocation of duties

  • Policies or decisions affecting employment

  • Bullying, discrimination or harassment

  • Health and safety concerns

  • Any matter impacting the staff member’s wellbeing or ability to work

 

Safeguarding concerns must go through safeguarding procedures, not the grievance route.

 

4. Informal Resolution

 

Where appropriate, the staff member should first discuss the issue with their line manager.

Most concerns can be resolved through discussion, clarification or practical adjustments.

If informal resolution is not suitable or fails, the grievance becomes formal.

 

5. Stage 1 – Formal Grievance

 

 

  • The staff member submits the grievance in writing.

  • Management acknowledges receipt and arranges a meeting, normally within 10 working days.

  • The staff member may be accompanied by a colleague or representative.

  • Management investigates the grievance, gathering relevant evidence.

  • A written outcome is provided, usually within 15 working days, outlining any actions or decisions.

 

 

6. Stage 2 – Appeal

 

If the staff member is dissatisfied:

 

  • They may appeal in writing within 10 working days of the outcome.

  • The appeal is heard by a more senior manager or the Director.

  • An appeal meeting is held, and a written decision issued.

  • The appeal decision is final.

 

 

 

 

PART B: DISCIPLINARY PROCEDURE

 

 

7. Scope of Disciplinary Issues

 

Disciplinary action may be taken where concerns arise regarding:

 

  • Misconduct

  • Poor performance

  • Repeated failure to follow procedures

  • Breach of safeguarding, confidentiality or data protection

  • Inappropriate behaviour towards pupils, families or colleagues

  • Health and safety breaches

  • Dishonesty or misuse of organisational resources

 

Serious or gross misconduct may lead to suspension or dismissal.

 

8. Informal Management Action

 

For minor issues, a manager may give:

 

  • Verbal reminders

  • Additional training or supervision

  • Clarification of expectations

 

If concerns continue or are serious, the formal disciplinary process begins.

 

9. Investigation

 

 

  • An investigation is conducted to gather evidence.

  • The staff member is informed of concerns and may be interviewed.

  • Suspension may occur if necessary for safety or fairness; it is not a disciplinary sanction.

 

 

10. Stage 1 – Disciplinary Meeting

 

 

  • The staff member receives written notice of the meeting and allegations.

  • They may be accompanied by a colleague or representative.

  • Evidence is presented and the staff member can respond.

  • Outcomes may include:

     

    • No action

    • Informal warning

    • First written warning

    • Final written warning

    • Required training or performance plan

     

 

 

11. Stage 2 – Further Action or Dismissal

 

Where behaviour or performance does not improve, or where misconduct is serious:

 

  • A further disciplinary meeting is held.

  • Possible outcomes include:

     

    • Final written warning

    • Demotion or role adjustment

    • Dismissal with notice

    • Summary dismissal (for gross misconduct)

     

 

 

12. Examples of Gross Misconduct

 

Gross misconduct includes behaviour such as:

 

  • Physical assault or threats of violence

  • Serious safeguarding breaches

  • Fraud or theft

  • Serious breach of confidentiality or data protection

  • Working under the influence of drugs or alcohol

  • Harassment, discrimination or bullying

  • Deliberate damage to property

  • Refusal to carry out lawful instructions

  • Actions bringing the organisation into serious disrepute

 

 

13. Appeals

 

The staff member may appeal any disciplinary outcome within 10 working days.

The appeal will be heard by a senior manager or Director not involved in the initial decision.

The appeal decision is final.

 

 

 

14. Record Keeping

 

 

  • All grievance and disciplinary records are kept securely.

  • Records include evidence, decisions, actions and timescales.

  • Only authorised management personnel may access these records.

 

 

15. Review

 

This procedure is reviewed annually or sooner if legislation or organisational needs change.