Staff Discipline, Conduct & Grievance Policy

Overview

Policy Statement

Beyond Barriers Pathways CIC is committed to maintaining a safe, professional, respectful and supportive working environment for all staff, volunteers and young people. The organisation recognises that clear standards of conduct, fair procedures and positive working relationships are essential to ensuring high-quality provision and safeguarding practice.

This policy outlines the expectations regarding staff conduct and the procedures for managing disciplinary matters and grievances fairly, consistently and confidentially.

Beyond Barriers Pathways CIC aims to resolve concerns constructively wherever possible while ensuring professionalism, accountability and safeguarding remain central to all practice.

  1. Purpose

The purpose of this policy is to:

  • Promote high standards of professional conduct.
  • Ensure fair and consistent management of disciplinary matters.
  • Provide a clear grievance procedure for staff and volunteers.
  • Support a positive and respectful working environment.
  • Protect the welfare of young people and staff.
  • Ensure safeguarding responsibilities are upheld.
  1. Scope

This policy applies to:

  • Employees
  • Volunteers
  • Directors
  • Agency staff
  • Contractors working on behalf of Beyond Barriers Pathways CIC

This policy should be read alongside:

  • Safeguarding Policy
  • Staff Code of Conduct
  • Whistleblowing Policy
  • Equality & Diversity Policy
  • Safer Recruitment Policy
  1. Professional Conduct Expectations

All staff and volunteers are expected to:

  • Act professionally and responsibly.
  • Maintain appropriate professional boundaries.
  • Treat others with dignity and respect.
  • Promote safeguarding and welfare.
  • Follow organisational policies and procedures.
  • Maintain confidentiality.
  • Promote equality, inclusion and positive relationships.
  • Behave in a way that reflects positively on the organisation.

Staff are expected to model:

  • Respectful communication
  • Emotional regulation
  • Trauma-informed practice
  • Positive behaviour and attitudes

This is particularly important within a SEMH and vulnerable learner environment.

  1. Examples of Misconduct

Examples of misconduct may include:

  • Failure to follow policies or procedures
  • Inappropriate language or behaviour
  • Breach of confidentiality
  • Poor attendance or punctuality
  • Failure to maintain professional boundaries
  • Inappropriate use of social media or technology
  • Negligence
  • Unsafe practice
  • Failure to follow safeguarding procedures
  1. Gross Misconduct

Examples of gross misconduct may include:

  • Safeguarding breaches
  • Physical or emotional abuse
  • Serious breach of confidentiality
  • Discrimination or harassment
  • Theft or fraud
  • Serious insubordination
  • Being under the influence of drugs or alcohol at work
  • Serious health and safety breaches
  • Conduct that places young people or staff at risk

Gross misconduct may result in immediate suspension and could lead to dismissal following investigation.

Safeguarding concerns will always be referred appropriately to external agencies where required.

  1. Informal Resolution

Where appropriate, concerns regarding conduct will initially be addressed informally through:

  • Discussion
  • Supervision
  • Support plans
  • Clarification of expectations
  • Additional training or guidance

The aim is to resolve issues early and support professional improvement where possible.

  1. Formal Disciplinary Procedure

Where concerns are serious or ongoing, formal disciplinary procedures may be implemented.

Stage 1 – Investigation

  • Concerns will be investigated fairly and confidentially.
  • Relevant evidence and statements may be gathered.
  • Staff will be informed of concerns raised.

Stage 2 – Disciplinary Meeting

  • Staff will be invited to a formal meeting.
  • They may be accompanied by a colleague or representative where appropriate.
  • Concerns and evidence will be discussed fairly.

Stage 3 – Outcome

Possible outcomes may include:

  • No further action
  • Verbal warning
  • Written warning
  • Final written warning
  • Dismissal
  • Additional training or support

Outcomes will depend on:

  • Seriousness of the matter
  • Previous conduct
  • Risk to young people or the organisation
  • Safeguarding considerations
  1. Suspension

In some circumstances, staff may be suspended while investigations take place where:

  • Safeguarding concerns exist
  • There may be risk to young people or staff
  • Investigations may be compromised otherwise

Suspension is a neutral act and not disciplinary action in itself.

  1. Grievance Procedure

Beyond Barriers Pathways CIC recognises that staff may occasionally experience concerns relating to:

  • Working relationships
  • Management decisions
  • Workplace practices
  • Discrimination or harassment
  • Health and wellbeing
  • Working conditions

Staff are encouraged to raise concerns promptly.

  1. Informal Grievances

Where possible, staff are encouraged to resolve concerns informally through:

  • Discussion with management
  • Mediation
  • Supportive conversations
  1. Formal Grievances

If concerns cannot be resolved informally, staff may submit a formal grievance in writing outlining:

  • Nature of concern
  • Relevant details and dates
  • Desired outcome where appropriate

The grievance will be:

  • Acknowledged promptly
  • Investigated fairly
  • Managed confidentially
  • Responded to within a reasonable timeframe

Meetings may be arranged as part of the investigation process.

  1. Whistleblowing

Where concerns relate to:

  • Safeguarding
  • Illegal activity
  • Unsafe practice
  • Serious misconduct
  • Risk to young people

staff should follow the organisation’s Whistleblowing Policy.

Staff raising genuine concerns in good faith will be protected from unfair treatment or victimisation.

  1. Safeguarding Considerations

Safeguarding concerns will always take priority over internal procedures where there is risk of harm to a child or vulnerable adult.

Appropriate referrals may be made to:

  • Local Authority Designated Officer (LADO)
  • Social care
  • Police
  • Commissioners
  • Regulatory bodies
  1. Confidentiality

All disciplinary and grievance matters will be managed sensitively and confidentially.

Information will only be shared:

  • On a need-to-know basis
  • Where required for safeguarding or legal purposes

Records will be stored securely in accordance with GDPR and data protection legislation.

  1. Equality & Fairness

Beyond Barriers Pathways CIC is committed to ensuring disciplinary and grievance procedures are:

  • Fair
  • Consistent
  • Non-discriminatory
  • Supportive of equality and inclusion

Reasonable adjustments will be made where appropriate.

  1. Monitoring & Review

This policy will be reviewed annually or sooner where:

  • Legislation changes
  • Guidance changes
  • Significant incidents occur
  • Operational changes require updates

The organisation is committed to maintaining positive working relationships and reflective professional practice.

Related Policies

  • Safeguarding & Child Protection Policy
  • Staff Code of Conduct
  • Whistleblowing Policy
  • Equality, Diversity & Inclusion Policy
  • Safer Recruitment Policy
  • Health & Safety Policy

Policy Information

Policy Owner: Beyond Barriers Pathways CIC Directors
Approved By: Rebecca Cox & Sarah Harris
Review Frequency: Annually
Date Approved:  June 2026
Review Date:  June 2027