Invoking a disciplinary procedure
The head of HR will decide an allegation is a staff discipline matter in consultation with:
- the chair of the appointments committee
- the monitoring officer (or deputy where applicable)
The monitoring officer will keep records of any allegations (or deputy monitoring officer where applicable). The records will reflect whether or not the decision was to invoke the disciplinary procedure. The records will reflect whether any other action was recommended. The records will also detail the advice given by the monitoring officer and HR where appropriate.
Where the procedure has not been invoked but another action is recommended, the matter is referred to the head of HR. This is to ensure that the appropriate alternative action is taken. For example, complaints about a particular service are dealt with through our corporate complaints procedure.
A grievance directed against a statutory officer is first dealt with through our grievance procedure.
Suspension
We may suspend the officer from work, or temporarily redeploy them to work elsewhere. This may happen in cases where the allegations are serious or to facilitate an investigation.
Such actions do not constitute disciplinary action or imply guilt on the part of the employee. We give suspended employees support and appropriate guidance. The suspension, or temporary redeployment, is reviewed regularly.
The chair of the appointments committee will consider whether to suspend the statutory officer with advice from the head of HR or the monitoring officer as appropriate. This may be necessary if there is enough evidence to suggest that:
- the officer may be guilty of gross misconduct
- the officer's continuing presence at work compromises the investigation
- the officer's continuing presence impairs our functions
Gross misconduct is generally defined as misconduct serious enough to:
- destroy the employment contract
- make any further working relationship and trust impossible