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The procedure assigns responsibility to the Curriculum and Outcomes Committee, specifies review and approval dates, and aligns actions with ACAS disciplinary and grievance guidance and relevant UK education and employment regulations. It also outlines exceptions allowing dismissal without the standard disciplinary route, supporting fair, consistent decision-making within investigation and formal proceedings.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/wadham-school-disciplinary-policy-procedure-april-2021/278881/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/wadham-school-disciplinary-policy-procedure-april-2021/278881.png","ImageObject",442,249,{"name":88,"@type":89},"Lute","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-30","2026-09-15",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",13,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"Who is responsible for the Disciplinary Policy & Procedure?","Question",{"text":109,"@type":110},"The Curriculum and Outcomes Committee is responsible for the policy.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What is the stated review timeframe and approval date?",{"text":114,"@type":110},"The review timescale is 2 years, and the approval date is April 2021 with the next review due in April 2023.",{"name":116,"@type":107,"acceptedAnswer":117},"In what circumstances can an employee be dismissed without using the Disciplinary Procedure?",{"text":118,"@type":110},"The document lists exceptions such as redundancy, expiry of probation or fixed-term contracts, failure to complete NQT induction, lack of professional competence after capability processes, dismissal for long-term ill health or unsatisfactory attendance due to ill-health, dismissal for SOSR, and situations where continuing employment would be unlawful.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},278881,1789513456,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":126,"read_time":141},137454149569,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","WADHAM SCHOOL  \nDisciplinary Policy & Procedure  \n| Who is responsible? | Curriculum and Outcomes Committee |\n| --- | --- |\n| Review Timescale | 2 Years |\n| Approval Date | April 2021 |\n| Next Review | April 2023 |\n\nSigned    \nDate    \nCONTENTS  \n1.  Introduction  \n2.  Purpose  \n3.  Exceptions  \n4.  Principles  \n5.  Sanctions  \n6.  Gross Misconduct  \n7.  Suspension During an Investigation  \n8.  Equal Opportunities  \n9.  Trade Union Association, Lay Representatives  \n10. Appeals  \n11. Witnesses  \nAPPENDICES  \nAppendix A – Informal Support and Guidance Strategy  \nAppendix B – Informal Support and Guidance Strategy – Model Letter of Invitation Appendix C – Informal Support and Guidance Strategy – Model Letter of Guidance Appendix D – Standard Letter-Invitation to Disciplinary Hearing  \nAppendix E – Standard Letter – Formal verbal, First Written or Final Written Warning Letter  \nAppendix F – Standard Letter – Dismissal  \nAppendix G – Standard Letter – Confirmation of Suspension  \nAppendix H – Process to be followed at a Disciplinary Hearing  \nAppendix I – Role of the Companion  \nAppendix J – Model letter of Invite for an Employee to an Investigation Meeting  \nAppendix K – Model letter of Invite for a Witness to an Investigation Meeting  \nAppendix L – Model letters of Invite for a Witness to a Disciplinary Hearing  \nAppendix M-Guidance for Schools Volume 1 Sections 3a  \nIntroduction  \nThe school has chosen to adopt the Somerset County Council model policy. Our values wheel makes explicit what we are seeking to achieve for our whole community, staff, students and parents. Drawing on our Christian foundations, these values speak of the individual dignity of each person, including our staff. The Staff Disciplinary Policy & Procedure reflect these values in how we will apply the policy.  \n1. INTRODUCTION  \n1.1 This procedure applies to all staff employed in Somerset Local Authority Community and Voluntary Controlled schools. If any school maintained by Somerset County Council chooses not to adopt Section 16c they should be aware of the requirement to develop and agree their own written disciplinary procedure in consultation with their trade union/staff representatives.  \n1.2 The procedure recommends appropriate management levels for different levels of action, but this will vary dependent upon persons available who are suitably trained.  \n1.3 The procedure takes due account of the ACAS Code of Practice – Disciplinary and Grievance Procedures which came into effect in August 2017; The School Standards and Framework Act 1998; The School Staffing Regulations 2009 (as amended); the Education Act 2002; Keeping Children Safe in Education September 2020 (KCSiE), Regulated activity in relation to children as relevant and appropriate to disciplinary practices and procedures in employment.  \n1.4 The procedure was published in October 2020 and, subject to adoption by the Governing Body, supersedes all previous disciplinary procedures and practices.  \n2. PURPOSE  \nThis procedure is designed to help and encourage all employees to achieve and maintain standards of conduct, attendance and job performance* . The Governing Body requires that whilst attending work, whether or not on Local Authority premises, employees should conduct themselves in a safe and proper manner, abiding by the school’s Code of Conduct, rules and regulations set out in the Articles of Government and the appropriate conditions of service, copies of which are available from the Headteacher.  \nThis procedure sets out the action that may be taken when these rules are breached.  \nThis procedure may also be used to deal with allegations that meet the criteria for the Managing Allegations Procedure (Keeping Children Safe in Education (DfE 2020), whereby following consideration of an Allegations Reporting Form, the Local Authority Designated Officer (LADO) has advised that the concerns may be dealt with internally by the school as a conduct issue. This internal process will require a f","cbCainsRql3qYB2u","https://ap.wps.com/l/cbCainsRql3qYB2u","pdf",391865,55,"English","# Introduction\n## Purpose\n## Exceptions\n## Principles\n## Sanctions\n## Gross Misconduct\n## Suspension During an Investigation\n## Equal Opportunities\n## Trade Union Association, Lay Representatives\n## Appeals\n## Witnesses\n# Appendices\n## Appendix A - Informal Support and Guidance Strategy\n## Appendix H - Process to be followed at a Disciplinary Hearing","[{\"question\":\"Who is responsible for the Disciplinary Policy \\u0026 Procedure?\",\"answer\":\"The Curriculum and Outcomes Committee is responsible for the policy.\"},{\"question\":\"What is the stated review timeframe and approval date?\",\"answer\":\"The review timescale is 2 years, and the approval date is April 2021 with the next review due in April 2023.\"},{\"question\":\"In what circumstances can an employee be dismissed without using the Disciplinary Procedure?\",\"answer\":\"The document lists exceptions such as redundancy, expiry of probation or fixed-term contracts, failure to complete NQT induction, lack of professional competence after capability processes, dismissal for long-term ill health or unsatisfactory attendance due to ill-health, dismissal for SOSR, and situations where continuing employment would be unlawful.\"}]","Wadham School - Disciplinary Policy & Procedure - April 2021 | PDF",19]