August 2018 Disciplinary Procedure Policy Purpose The purpose of the procedure is to ensure that the disciplinary rules are applied consistently and that any disciplinary action taken against an employee by the School is fair and reasonable with employee’s right p reserved at all times. Definition of Misconduct An employee renders himself/herself liable to disciplinary action when his/her conduct is judged to constitute a breach of School standards of performance and behaviour. General Misconduct Actions which m ay give rise to disciplinary actions include, but are not limited to: Actions which effect the work of the School, ie. habitual poor time keeping, absenteeism without adequate reason, refusal to carry out reasonable instruction. Failure to follow written policies and procedures in the conduct of the job. Consistent failure to achieve satisfactory standards of job performance after all reasonable training has been provided. Failure to comply with relevant law or School instructions which may be in force. Fa ilure to implement rules and procedures concerned with health and safety, or act or neglect to act in a manner which may endanger the employee himself/herself, fellow employees , school pupils, parents, or the public or damage School or Church property. August 2018 Int imidation, harassment or other unfavourable treatment of an individual on the grounds of his/her race or sex. Gross Misconduct There are certain offences which must be regarded as so serious as to render the offender liable to summary dismissal , w ithout previous warning. These offences include but are not limited to: Threatening behaviour or physical violence. Theft. Wilful damage or destruction of the property of other employees, school pupils, the School, or the Church. Drunken or indecent behaviour. Deliberate or serious violation of safety regulations. Investigation A full investigation of the alleged misconduct (both general and gross misconduct) will be carried out as soon as possible after the incident has taken place to gather facts and informa tion. The employee may be suspended with pay which circumstances of any complaint are investigation. Disciplinary Meetings Before any disciplinary action is taken a pre - arranged disciplinary meeting will be held. The employee will be given prior notice in writing of the purpose of the meeting; the nature of the offence and reminded that he/she may be accompanied by another employee of his/her choice. At the meeting the employee will be given an opportunity of presenting his/her case. The meeting may be adjourned to enable the School Manager to consider the facts and whether disciplinary action is required. Disciplinary Actions It is intended that the majority of instances can be handled by informal discussion between an employee and the School Manager . However, it may be necessary to move into the more formal procedure. Where disciplinary action is found to be necessary, the action taken will depend on the frequency and gravity of the offence and the circumstances surrounding it. Disciplinary measure that m a y be applied: August 2018 Oral Warning Normally used as a response to minor breaches of School standards, performance, or behaviour. The employee will be informed of the nature of his/her misconduct and why it is not acceptable to the School. A record that an oral warning has been given will be held by the School and issued to the employee. Records of oral warnings will be kept for two years. Written Warning This will be given where the initial offence merits more serious action or an oral warning does no t result in the necessary improvement. The written warning will specify the nature of the offence and the possible consequences of the employee’s further failure to i mprove conduct or performance Final Written Warning This will normally be given follow ing the failure of an oral or written warning to produce satisfactory improvement. In certain circumstances a first offence can result in a final written warning. The final written warning will specify that the employee may be dismissed if he/she fails t o meet the required standards of performance and behaviour. Dismissal This will normally occur after the employee has received a written warning or final written warning. However, in case of gross misconduct the employee may be summarily dismissed. In the even that an employee is dismissed a letter indicating the reason for dismissal will be given to the employee. Appeals Procedure Every employee has the right to appeal against any disciplinary decision. An appeal against disciplinary action must be logged within 10 working days of being informed of the disciplinary action.