CYRIL JACKSON PRIMARY SCHOOL DISCIPLINARY POLICY …

Disciplinary Policy – Reviewed March 2019

CYRILJACKSONPRIMARYSCHOOLDISCIPLINARYPOLICY

VISIONANDVALUES:

STATEMENTOFAIMS:Toprovideasupportive,stimulatingenvironmentinwhicheachchildisenabledandencouragedtoattainthehigheststandardofachievementofwhichheorsheiscapable.To ensure that the curriculum is broad and well balanced following all subjects in the NationalCurriculum.


Tovalueeachindividual’scontributionirrespectiveofrace,gender,religionorability.Toencouragechildrentobeawareoftheirbehaviourandhowitaffectsotherpeople.Torecognisethatchildrenhaveavarietyofspecialneedsandendeavourtoprovideappropriatelyfortheneedsofindividuals.Toensurethatthecurriculumreflectstherichnessofourmulti-culturalsociety.Tofosterandbuildonrelationshipswithparents,governorsandthewidercommunity.


CONTENTS1. Introduction...............................................................................................................3

2. Purpose.....................................................................................................................3

3. Informalaction...........................................................................................................3

4. Equalopportunitiesconsiderations...........................................................................4

5. DisciplinarySanctions...............................................................................................4

6. DisciplinaryInvestigations.........................................................................................5

7. DisciplinaryHearings................................................................................................7

8. ConductingtheHearing............................................................................................8

9. AppealsProcedure....................................................................................................8

10. Employeerepresentation........................................................................................9

11. Suspension.............................................................................................................9

12. Childprotectionlegislation....................................................................................10

13. FurtherInformation................................................................................................10

APPENDIX1–STANDARDSOFCONDUCTANDDISCIPLINARYRULES...............11


1 .INTRODUCT ION

1.1Thiscodeappliestoallemployees (teachingandsupportstaff)withmorethan26weeksservice

(andnotsubjecttoaprobationary period)directlyemployedbyaschoolforwhomtheGoverningBodyhasresponsibility inrespectofdiscipline.

1.2TheCouncilexpectsallitsemployees torecognise theirobligations totheirschool, thepublic,

pupilsandotheremployees andtoconductthemselves inapropermanneratalltimes.TheCouncil'sgeneralrulesofconductarelistedinAppendix1below,theycovermisconduct andgrossmisconduct butareneitherexhaustive norexclusive.

2 .PURPOSE

2.1Toachieveefficiencyoftheorganisation, qualityofserviceprovisionandgoodemployeerelations,

theDisciplinary Codeshould:

(i)improveconductprimarilybyadviceandcorrection ratherthanbydisciplinarymeasures, recognising theCodeisacorrective ratherthanapunitiveprocess:

(ii)provideafairmethodofdealingwithallegedbreaches instandardsofconduct;

(iii) ensureacceptable standardsofconductofwork;

(iv)clarifytherightsandresponsibilities ofmanagement andemployeesundertheCode'sprovisions

2.2 Ifconfirmed throughthedisciplinary process, substantiated allegations ofgrossmisconduct

mayleadtosummarydismissaloradetermination todismiss forteachingstaff, i.e.thereisnoentitlement tostatutorynotice.

2.3TheGoverningbodyisresponsible forensuring thatfair,consistent andobjectiveprocedures

existformatters relatingtostaffdiscipline. TheHeadteacher isresponsiblefortheinternalorganisation, controlandmanagement oftheschool.

3 . INFORMAL ACTION

3.1Inadvanceofformaldisciplinaryaction,casesoflessseriousbreachesofconduct(i.e.firstbreaches

ofsometypesofmisconduct) canbedealtwithinformallybycounsellingtheemployee. Insomecases,itmaybebeneficialtouseexternalmediatorstoresolveconflict intheworkplace.

3.2Thisinvolvesdrawingtotheemployee's attention theunsatisfactory conduct,explainingwhat

conduct isrequiredandallowingareasonable periodfortheemployee'sconduct/behaviour toimprove.


3.3Consideration shouldbegiventoanydifficultieswhichamemberofstaffmaybefacingandagenuineattemptshouldbemadetoovercome them.Whereconsideredappropriate,managersshouldseekadvicefromtheOccupational Healthsectionwhenmanaging staffwhoindicatesignsofmental illnessorwhomaybesuffering fromalcoholorsubstance abuse.

4 . EQUAL OPPORTUNITIES CONSIDERATIONS

4.1 Itisimportant thattheprocedure isapplied inafairmanneratalltimes.Thismeansthatno

employee shallbesubjecttodiscriminatory practice intheadministration ofthedisciplinaryprocedure. TheCouncilactivelyopposes racism,sexismandallformsofdiscrimination againstemployeesofanyparticular creed,ethnicornationalorigin,gender,age,disability,maritalstatus,orsexualorientation

4.2Aregularreviewofcaseswillbeundertaken todeterminewhetheremployees fromany

particulargroupseemtobesubjecttodisciplinary actionmorethanmembersofothergroups.5 .DISCIPLINARYSANCTIONS

5.1Thefollowing formalstagesofdisciplinary actioncanbetakenforbreachesofconduct

(seeAppendix1forDisciplinaryRules).

5.2Warningsareprogressive fromFirsttoFinalexceptfor:

(i)casesofgrossmisconduct (whichmayresultinsummarydismissal);

(ii)caseswhicharelessseriousthangrossmisconduct butwarrantaFinalWarningbeingissuedregardlessofpriorformalwarnings.

Disciplinary Action Authority toIssue DurationofWarningon

Personal File

Firstwrittenwarning Headteacher 6months

Secondwrittenwarning Headteacher 9months

Finalwarning Headteacher 1year

Dismissal Disciplinary Panel –

5.3Duringthetermofadisciplinarywarning furthermisconductmayoccur.Wherethisresults inaformalhearingandafurtherwarning isissued,thedurationperiodforbothwarningsmustexpirebeforecancellation takesplace.Forexamplewhereasecondwrittenwarning isissuedtoanemployeewhohasanoutstanding firstwrittenwarning,theperiodofthesecondwarning(9months)wouldbeaddedtotheremainingperiodofthefirstwarning.


5.4Thetotalperiodwouldhavetoexpirebeforecancellation ofbothwarnings takesplace.Anemployeemustbeheldaccountable forfurthermisconduct ifanexistingwarning isinforceatthetimethenewallegedoffencewascommitted, irrespective ofwhentheoffencecomestolightoriftheHearing isarrangedoncethecurrentwarning(s)haveexpired.

5.5Uponexpiry,alldisciplinarywarningswillberemoved fromanemployee’s personnel fileand

destroyed. RecordswillbemaintainedbyHumanResources formonitoringpurposesonly.

5.6Anemployeewithafinalwrittenwarningonfilewhoisallegedtohavecommitted afurtheroccurrenceofmisconductmustbetreatedasiftheallegationwasofgrossmisconduct. Thisisbecause iftheallegation issubstantiated, theemployeewouldbedismissed. Thereforeletterstotheemployee should includethewarningofdismissal(asperallegations ofgrossmisconduct).

5.7WARNINGSWITHOUTAHEARING

Wheretheinvestigation entirelysubstantiates anallegationofmisconduct, theemployee(ortheirTradeUnionrepresentative) canformally requesttheissuingofaFirstWrittenWarningwithouttheneedforaHearing. IftheHeadteacher agreesthatthedisciplinarysanctionbefitstheallegation, aFirstWrittenWarningmaybegiventhatwillremainontheemployee’s recordfor6months fromthedateitisissued.

5.8 Itisonlyappropriate forissueswhichwouldwarrantafirstwrittenwarning. IftheHeadteacher

judgesthatitisnotaminorincidentofmisconduct, oriftheemployeehascurrentwarningsonfile,themattermustbereferredtoafullDisciplinaryHearing.

6 . DISCIPLINARY INVESTIGATIONS

6.1THEINVESTIGATING OFFICER

TheChairofGovernorsorHeadteacher isresponsible forappointing anInvestigatingOfficer.WheretheHeadteacher carriesouttheinvestigation anydisciplinary hearingmustbeheardbyapanelcomprisingoftwogovernors (otherthanthechairofgovernors). ItisenvisagedthattheHeadteacherwillonlyconducttheinvestigation inexceptional circumstances, andadviceshouldbesoughtfromHumanResourcesbeforehand.

6.2 Investigations shouldnormallybecarriedoutbytheimmediate linemanager. Ifthisisneither

practicalnorappropriate, another InvestigatingOfficershouldbechosen.Alternatives tothelinemanagercouldincludeanemployeeofequalormoreseniorstatuswithintheemployingschool,anotherschoolorfromwithintheLA.AdviceshouldbesoughtfromHumanResourcesontheappropriateness oftheInvestigatingOfficer.

6.3Thecasemustbethoroughly investigated, clearlywrittenandsupportedbyevidence.

Caremustbetakennottoallowassumptions orstereotypical attitudes toprejudicedecisions


PRE-INVESTIGATION STAGEORMANAGEMENT INVESTIGATIONS

6.4 Insomelimitedcasesitwillbenecessary togatherinformation regarding complaints,

incidentsandallegations beforethestartofaformaldisciplinary investigation.

6.5Thistypeofinformation gathering isonlyappropriate forprima-facie seriousallegationswhichareparticularly sensitiveorcomplex todeterminewhether:

• thereisanysubstance tothecomplaintandafulldisciplinary investigation is

appropriate

• theallegationswarrantsuspensionoftheemployee

6.6ThisisnotaformalstageoftheCodeandwouldnotbeconsideredwithinthestipulatedtimescalesoftheCode,butmustbecarriedoutasspeedilyaspossible.

6.7Anyinformation uncoveredatthisstagewouldbeprovided totheinvestigating officeras

appropriate.

6.8TIMESCALES FORINVESTIGATIONS

Allallegations andcomplaints againstemployeesmustbeinvestigated speedily(particularly incasesofpotentialgrossmisconduct). TheInitiatingManagershouldensuretheInvestigatingOfficerhasreasonable timeofffromnormaldutiestoensuretheinvestigation isconcludedassoonaspossible.

6.9Asaguide,fromthetimetheInvestigatingOfficercommences theirinvestigation, the

investigation reportshouldbecompletedwithin20workingdays*forallallegations ofmisconduct andotherinstanceswherethefactfinding isrelatively straightforward. Forallegations ofgrossmisconduct andmorecomplexcases,theinvestigation processshouldtakenolongerthan30*workingdays(unlessagreed inadvance). Inverycomplexcasesorcaseswhichhaveexceptional circumstances, areasonable timescaleforcompletionwillbeagreedbyHumanResources.

*Workingdaysreferstoactualschooldaysforterm-timeonlystaff.

6.10Inallcases,theseshouldbeviewedasmaximum timescales andinvestigations shouldbe

completedassoonasisreasonably practicable. Inexceptional circumstances e.g.verycomplexcasesorwheretheInvestigatingOfficeroranimportantwitness fallssick,theInitiatingManagercanagreetoextendtheinvestigation followingconsultationwiththeindividualandtheTradeUnions.However,areasonable dateforcompletion shouldbeset.

6.11Oncompleting theinvestigation andhavingconsultedwithHumanResources, the

InvestigatingOfficerwillrecommend totheInitiatingManager, (normally theHeadteacher)whetherornotaformaldisciplinary hearing isnecessaryandonwhatbasis.


6.12ALLEGATIONS AGAINSTHEADTEACHER

Whereallegationsofmisconduct involveHeadteachers, thechairofthegoverningbody,orotherdesignated governor, replaces theHeadteacher ininitiatinganyactionthatmaybetaken.

6.13Thepowers forsuspensionwillrestwiththeDirectorofChildren,SchoolsandFamilies.

Investigations willbecarriedoutbyanominatedGovernoror,ifappropriate, anofficeroftheLAappointedbytheDirectorofChildren,SchoolsandFamilies.

7 . DISCIPLINARY HEARINGS

7.1Wheretheresultsoftheinvestigation indicate thattherearereasonable groundstosuggest

misconduct orgrossmisconduct, aDisciplinaryHearingshouldbearrangedwithinfourworkingweeksofcompletionoftheinvestigation. Reasons foranydelayinconveningaHearingmustbecommunicated bytheInitiatingManager toallinterestedparties.

7.2 Inallcaseswheredismissalmayresult,theCorporateDirectorofChildren,SchoolsandFamilies

(ornominee) shallattendthehearing inanadvisorycapacity**. HeadteachersshouldcontacttheLA’sHumanResourceswhenever thepossibilityofsuchactionarises.

**Inthecaseofanaidedschoolwherethiscodehasbeenadoptedbythegoverningbody,thisshallconstitute agreement toaccordadvisory rightstotheCorporateDirector(Children,SchoolsandFamilies)

7.3TheInvestigatingOfficer’s reportandallrelevantdocumentation shouldbesentwithaletter

notifying theemployeeofthedate,timeandplaceforthehearinggivingsevenworkingdaysifdeliveredbyhandandtenworkingdaysifposted(noticeperiodscoverworkingdayseithersideofholidays).

7.4COMPOSITIONOFTHEPANEL

TheHeadteacher canpersonallyhearallegations ofmisconduct. Ifthisisneitherpracticalnorappropriate, orwheretheallegations areofgrossmisconduct, orothermisconductwhichcouldresultinthedismissaloftheemployee i.e.theyalreadyhaveafinalwarningonfile,theDisciplinary Panelwillhearthecase.

7.5TheDisciplinary PanelwillusuallycompriseoftheHeadteacher (whowillchairthehearing)

andonegovernor (otherthanthechairofgovernors,whowillnormally sitontheAppealsCommittee). Appealsagainstdecisionsmadebythedisciplinary panelmustbeconsideredbyanAppealCommittee,whichconsistsofthreegovernors,whohavehadnopriorinvolvementinthecase.

7.6Twogovernors isthequorumfortheAppealsCommittee (Education (School

Government) Regulations 1999(SI1999No2163).


7.7 Incasesofgrossmisconduct, theclerktothegovernorsmustattendtotakeminutesofproceedings. Itistheirroletominutethesignificantpointsofthehearingandthedecisionofthepanelbutnottoproduceaverbatim record.

8 .CONDUCTINGTHEHEARING

8.1AttheHearing,allpartiespresentwillbegivenanopportunity toaskquestionsorchallenge

thereports/evidence submittedandallwitnesses. (SeeAppendix2fortheDisciplinaryHearingStructure).

8.2Theemployee shouldbeinformedofthedecisionoftheDisciplinaryHearingimmediately(unless

thereisanadjournment toclarifyanyfacts)andtheChairpersonhearingtheallegationwillconfirmthisinwritingwithinfiveworkingdays.Thelettermustalsoconfirmtheindividual'srightofappeal.

9 . APPEALS PROCEDURE

9.1Employees havetherightofAppealagainstallformaldisciplinary action. Insubmittingan

appeal,employees areaskingtheGovernorsDisciplinaryAppealPaneltoconsiderthefairnessandreasonableness ofanydisciplinarymeasures takenattheoriginalHearing.

9.2Appealsagainstdisciplinary actionwillonlybeconsideredononeormoreofthe

followinggrounds:

a. thePROCEDURE, –thegroundsofappealshoulddetailhowproceduralirregularities prejudiced thedisciplinary decision.

b. theFACTS,–thegroundsofappealshoulddetailhowthefactsdonotsupport thedecision

orweredisregarded,misinterpreted orwereconsiderednotrelevant. Theyshouldalsodetailanynewevidence tobeconsidered.

c. theDECISION, –thegroundsoftheappealshouldstatehowtheact(s)ofmisconduct did

notjustifythelevelofdisciplinary actiontakenortheactwasoneofmisconduct ratherthangrossmisconduct.

9.3AppealsmustberegisteredwiththeChairofGovernorswithintendaysofthedateoftheletter

confirming thedisciplinary decision.Appeals receivedafterthisperiodwillnotbeheard.

9.4TheAppealwillconcentrate onthearea(s)ofdisputeonlyandwillnotbeare-runofthewholedisciplinary hearing.Accordingly, itisimportant thattheemployee (ortheirrepresentative) isexplicitaboutthegrounds forappealandmustprovideclearandspecific reasons inwriting.SuchwrittennoticeofAppealmustincludereference toanynewfactstheAppellant intendstoraiseattheAppeal.


9.5Employeesmustpresentanynewevidencewhichwasunavailable atthetimeofsubmissionoftheappealdocumentation atleastthreeworkingdayspriortotheAppealhearingsothatmanagementmayhaveanopportunity torespond.

9.6Appealswillbeconvenedassoonasisreasonably practicable andtheAppellantwillbegivenfive

workingdaysnoticeofthetimeandvenueoftheAppealhearing.

9.7TheresultoftheAppealandthereasons forthedecisionwillbeconveyed totheAppellantimmediately aftertheHearingandwillbeconfirmed inwritingwithinfiveworkingdaysbytheChairoftheAppealPanel.

10 .EMPLOYEEREPRESENTATION

10.1Whereallegations aremadeagainstanemployee,he/sheshouldbeinformedoftheirrightsto

berepresented atallmeetingsandrelatedhearingsbyarecognised LBTHTradeUnionrepresentative, RegionalTradeUnionOfficialorotherCouncilemployee.

10.2Unlessrequiredtoattendasawitness,peoplewhoarenotintheemployoftheCouncil,agencies,

groups,businesses orindividualswhicharenotformally recognised throughtheBorough’semployee relationsprocessareexcluded fromparticipation inanypartoftheDisciplinary Code.Inparticular, employees areprecluded frombeingrepresented bysolicitorsorlegalpractitioners.

10.3Wheredisciplinary allegations involveatradeunionrepresentative, noactionshouldbetaken

untilthecircumstances ofthecasehavebeendiscussedwiththeBranchSecretary, AreaOfficialorotherseniortradeunionrepresentative.

11 .SUSPENS ION

11.1Authority tosuspendwillcommence atHeadteacher level. Inmaintained schoolsboththe

Headandthegoverningbodyhavetherighttosuspendanemployee (onfullcontractual pay)fromalldutieswhereintheiropinionexclusion fromtheschool isrequired.

11.2Thisisnormallywhereanactofgrossmisconduct iseithersuspectedorallegedtohavebeen

committedorfor"othergoodandurgentcause"whichisnormally takenaswhentheemployeeissuspectedof,orbeenarrested for,doingsomethingwhichwouldrenderhimorherunsuitabletoremain inschool.

11.3Ifnecessary, alessseniormanagercansendamemberofstaffhomependingratification

bytheHeadteacher thefollowingday.Beforedeciding tosuspend, theCorporateDirectororrepresentative shouldbeconsulted toensureconsistency ofapplication acrosstheBorough.

11.4Ifaunionmember, thelocaltradeunionrepresentative shouldbeaskedtoattendthe

suspensionmeetingwherepracticable.Wheresuspensionoccurs,thisshouldbeconfirmedinwritinggivingbroaddetailsoftheallegation. Inallcasesthechairof


governorsneedstobeinformedandforcommunity andvoluntary controlled schools, sodoestheLA.Iftheemployee isnotaccompanied byalocalrep,theregionalTradeUnionOfficialmustbenotifiedassoonasreasonably practicable following thesuspension interview.

11.5Suspensions areaprecautionarymeasureandshouldnotberegardedasprejudging thematter. If

atanystageduringorattheendoftheinvestigation, oratanystageofthedisciplinaryprocedure, itisconsidered thatthissuspension shouldbelifted,theemployeewillbeinformed immediately.

11.6Suspension fromdutyisa‘workingarrangement’whereby theemployeemustnotenterany

CouncilbuildingorcontactanyCouncilemployeewithouttheexpresspermissionoftheirHeadteacher ortheInvestigatingOfficer.Normustasuspendedemployeecontactserviceuserswithwhomtheywouldcomeintocontactduringthecourseofyourduties.Failuretoobservethisrequirementmayrenderthemliabletofurtherdisciplinary action.

12 . CH I LD PROTECT ION LEGISLATION12.1Ifallegations aremadeagainststaff,whichinvolvechildprotection issues,theChild

Protection Proceduremustbefollowed irrespective ofhowtheallegationarises.EmployeeswillbesuspendedpendingtheoutcomeoftheChildProtection StrategyMeeting. Iftherelevantchildprotection agenciesdecidenottopursueformalactionagainsttheemployee,thematterwillbereferredbacktotheschoolforconsiderationundertheappropriateprocedure.

12.2Onlyoncethematterhasbeenreferredbacktotheschoolwillactionundertheappropriate

procedure commence. Thefactexternalagencieshavenotpursued formalactionshouldnotbetakenasapresumption ofinnocenceorguiltonbehalfoftheemployee.

13 . FURTHER INFORMATIONForfurtheradviceandguidanceonthissubjectpleasecontactHR.


APPENDIX 1 – STANDARDS OF CONDUCT AND DISCIPLINARYRULES

GROSSMISCONDUCT

Thefollowingareexamplesofgrossmisconduct (thetermLAalsoincludesanyschoolwherelocalworkrulesand/orprocedures apply):

(i)Prolongedunauthorised absence fromwork(atleasttenworkingdayswithoutcontact).(ii)

Inappropriate conducttowardsorcontactwithpupils.

(iii) Unauthorised removalanduseofSchool/LA property.

(iv)SeriousbreachesoftheCouncil's FinancialRegulations, StandingOrders,CouncilorschoolCodeofConductorMemberandEmployeeProtocol.

(v)Whilepurporting tobeabsentsick,workingorindulging inactivities,whicharelikelytobeinconsistentwiththereasonforabsenceand/orwhichareunlikelytobeconducive torecovery.

(vi)Theftormisappropriation of,orfailuretoaccount for,orfalselyclaimingentitlement to,theproperty,assetsorfundsoftheLA,itsemployees orclients.

(vii) Failuretoreportorrecordanymatterwhichitistheemployee’s contractual duty(eitherexpressedorimplied) toreport.

(viii) Fightingoractsofviolenceattheworkplace,seriousthreatening orabusivebehaviourtowardsmembersofthepublic,clientsfellowemployees, electedCouncilrepresentatives.

(ix)Criminaloffencesoutsidework(including fraudulent activities suchasclaimingHousingBenefitorunemployment benefitetc)whichmayaffecttheindividual's employmentsuitability.

(x)Seriousdiscrimination/harassment againstamemberofthepublic,orCouncilemployee,onthegroundsofsex,colour,creed,nationality, ethnicorigin,age,sexualorientationordisability.

(xi)Being incapableofadequately performingdutiesasaresultoftheabuseofalcoholordrugs.

(xii) Falsification ofdocuments likelytobeoffinancialbenefittotheemployeeorotherpersonse.g.timesheets,bonus/expense claims,qualifications etc

(xiii) SeriousbreachesoftheCouncil'sHealthandSafetypoliciesorpractices

(xiv) Seriouscontravention oftheStaffComputerSecurityAgreement orSchool/Council’sPolicyonInternetAccess. Employeesmustnotuseelectronicmail,theIntranetorInternet toracially,sexuallyorgenerallyharassorthreaten fellowemployeesorothers.

(xv)Obtaining ajobbyliesordeception inthecourseofselectionprocedures.(xvi)

MakingfalseclaimsunderanyoftheCouncil’spoliciesand/orprocedures.


RULESOFMISCONDUCT

(i)Regular lateness forwork

(ii)Regular failuretofollowemployment rulese.g.reportingabsence

(iii) Refusal toobeyareasonable instructionoftheSupervisor

(iv)Negligence atworkleadingtoloss,damageorwastageofschools/LA orpublicproperty

(v)Discrimination/harassment againstamemberofthepublicorCouncilemployeeonthegroundsofsex,colour,creed,nationality, ethnicorigin,age,sexualorientationordisability

(vi) Improper,disorderlyorunacceptable conductat,duringorwhenarriving forwork.

(vii) Inappropriate drinkingofalcoholatwork(i.e.thiswouldexcludespecialoccasions suchasday

centreopendays)

(viii) Wilfully inadequateworkperformance (poorperformance orlackofcapabilitywillnormallybethesubjectofCapabilityprocedure)

(ix)Abusiveorthreatening behaviour towardsamemberofthepublic,clients, fellow

employees, electedCouncil representatives

(x)BreachesoftheCouncil's StandingOrdersandFinancialRegulations

(xi)Contravention oftheStaffComputerSecurityAgreement


APPENDIX 2 – DISCIPLINARY HEARING STRUCTURE (GROSSMISCONDUCT)

HRAdviser

Disciplinary PanelChairperson (Headteacher)

SchoolGovernor

Notetaker

(Clerktothe

Step1

Chair toensure thatallprocedural

Governors) stepshavebeenadhered to

Step2

Chair toasktheinvestigating officer (IO)topresent thecase(including questions towitnesses)

Step3

Employee orTURepmayaskpointsofclarification fromtheIOorwitnesses

Step4Panelmembersmayaskpointsof

clarification fromtheIOorwitnesses

Step5Employee orTURepwillpresenthis/hercase(including questions towitnesses)

Step6

TheIOmayaskquestions oftheemployee /representative (including witnesses)

Step7Panelmembersmayaskquestions oftheemployee

/representative (including witnesses)

Step8Panelmembersmaywishtoaskfurtherquestions ofeitherside

Step9Chair toasktheIOtomakeany

concluding remarks

Step10Chair toasktheEmployee /TURepto

makeanyconcluding remarks

Step11Hearing adjourned forthepanel toreachadecisionand

confirm theoutcome verbally toemployee

Step12Chairofpanel toconfirm theoutcome inwriting

(withreasons)within5daystoemployee

Documents

CYRIL JACKSON PRIMARY SCHOOL DISCIPLINARY POLICY …