Telephone Number:- 02380 864 228 Calmore Infant School Calmore Drive  Calmore, Totton SO40 - 2ZZ AT CALMORE Registered Charity Number:- 1062510
© Caterpillars Pre-school 2018
Disciplinary & Grievence
Minor disagreements among Caterpillar Pre-school staff or between staff and committee can usually be resolved at the regular staff management meeting or committee meetings and informally solved through discussion. Disciplinary Procedure A more serious situation arises when a dispute cannot be resolved, or when the committee is dissatisfied with the conduct or activities of an employee. Any disciplinary matter will normally be dealt with using the following procedure. At every stage the employee should be given reasonable notice (5 working days) that a disciplinary hearing is due to take place, to give him/her the opportunity to prepare his/her case and, s/he should be offered the opportunity to be accompanied by a colleague or union representative if s/he so wishes. The disciplinary panel in a committee-run group should consist of the Caterpillars Pre-school Chairperson, and The Manager who will all ensure that confidentiality is maintained within the panel. Oral warning The employee should be interviewed by the disciplinary panel who will explain the complaint. The employee will be given full opportunity to state his/her case. After careful consideration by the management committee, and if the warning is considered to be appropriate, the employee needs to be told: what action should be taken to correct the conduct; that she/he will be given reasonable time to rectify matters; what training needs have been identified, with time scales for implementation; what mitigating circumstances have been taken into account in reaching the decision; that if she/he fails to improve then further action will be taken; that a record of the warning will be kept; and that she/he may appeal against the decision within a limited time period (5 working days). Formal written warning the employee fails to correct her/his conduct and further action is necessary: The employee will be interviewed and given the opportunity to state his/her case. (Reasonable time must be allowed for the employee to prepare his/her case). If a further formal warning is considered to be appropriate, this will be explained to the employee and a letter confirming this decision will be sent to the employee. The letter will: (contain a clear reprimand and give the reasons for it; explain what corrective action is required and what reasonable time is given for improvement; state what training needs have been identified, with time scales for implementation; make clear what mitigating circumstances have been taken into account in reaching the decision; warn that failure to improve will result in further disciplinary action which could result in a final written warning and, if unheeded, ultimately to dismissal with appropriate notice; and explain that she/he has the right to appeal against the decision. Final written warning If the employee still fails to correct his/her conduct and further action is necessary, or if the original offence is considered too serious to warrant any initial warnings: The employee will be interviewed and given the opportunity to state his/her case. (Reasonable time must be allowed for the employee to prepare his/her case). If a final warning is considered to be appropriate, this will be explained to the employee and a letter confirming this decision will be sent to the employee. The letter will: contain a clear reprimand and give the reasons for it; explain what corrective action is required and what reasonable time is given for  improvement; state what training needs have been identified, with time scales for implementation; make clear what mitigating circumstances have been taken into account in reaching the decision; warn that failure to improve will result in further disciplinary action which could result in dismissal; and explain that she/he has the right to appeal against the decision. Dismissal If the employee still fails to correct his/her conduct, then:  the employee will be interviewed as before; and  if the decision is to dismiss, the employee will be given notice of dismissal, stating the reasons for dismissal and giving details of the right to appeal. If progress is satisfactory within the time given to rectify matters, the record of warnings in the individual’s file will be destroyed. Suspension If the circumstances appear to warrant instant dismissal, an employee may be suspended with pay while investigations are being made. These should consist of obtaining written statements from all witnesses to the disciplinary incident, and from the employee who is being disciplined. Obviously these investigations should be carried out within as short a time as possible. Instant dismissal is possible only in extreme circumstances of gross misconduct. Examples of such misconduct would be: ill-treatment of children; malicious damage; gross carelessness which threatens the health and safety of others; and being unfit through drugs or excessive alcohol. Otherwise an employee will not be dismissed without the appropriate warnings. Appeals At each stage of the disciplinary procedure the employee must be told she/he has the right to appeal against any disciplinary action, and that the appeal must be made in writing to Caterpillars Pre-school Chairperson within 5 working days of a disciplinary interview. The appeal hearing should be heard, if possible, within 10 working days of receipt of the appeal. In a community group, the Chairperson will nominate 2 committee members to serve as an appeals committee. If this is not possible, the appeal group may consist of the same people as the original panel, and they must make every effort to hear the appeal as impartially as possible. The employee may take a colleague or trade union official to speak for her/him. The employee will explain why she/he is dissatisfied and may be asked questions. The Manager or Chairperson will be asked to put their point of view and may be asked questions. Witnesses may be heard and may be questioned by the appeals committee and by the employee and the Manager or Chairperson. The committee will consider the matter and make known its decision. A written record of the meeting will be kept. Should the employee not be satisfied then they have the right to a further appeal. This appeal should be put to the committee Chairperson. Grievance Procedure If an employee is dissatisfied she/he must have the opportunity for prompt discussion with her/his immediate supervisor. For the Supervisor of Caterpillars Pre-school this would normally be the committee Chairperson. For other pre-school staff it would normally be the Supervisor. If the grievance persists, a management panel should be set up for the purpose of further discussion, at which a colleague may accompany the employee. There must be a right of appeal, to the full pre-school committee. At this level also, the employee’s colleague or trade union official may be present. The aim of the above procedure is to settle the grievance fairly and as near as possible to the point of origin. It is intended to be simple and rapid in operation. References to other relevant policies: Safeguarding Children & Child Protection, Confidentiality & Client Access to records, Information Sharing, Valuing Diversity & Promoting Equality , Achieving Positive Behaviour, The Role of the Key Person, Children’s Records Policy Monitoring and Evaluation Information This policy will be monitored and evaluated as per our rolling programme at staff meetings. It will be reviewed annually by the Chairperson in conjunction with the staff team and Committee unless new legislation or an incident occurs which requires an immediate review of the policy    This policy was adopted on: July 2017