Final Checks Academy CIC

Disciplinary Procedure Policy 

1. Purpose

This procedure is designed to deal fairly and appropriately with possible performance and conduct issues involving students of the academy. Minor performance issues and misconduct will initially be addressed informally through advice and constructive criticism. However, where necessary, a formal procedure as outlined below may be implemented at the academy’s discretion.

2. Learner & Staff Behavioural Expectations

Please refer to the Learner and Staff Code of Conduct Policies for detailed guidance on behaviour and conduct expectations. Learners and staff are informed of these expectations during induction.

3. Investigation

No disciplinary penalty will be applied until the necessary facts have been established and a hearing convened to consider the allegations.

4. Procedure for Formal Investigation

  • Formal investigations will be conducted by the most appropriate person.
  • All relevant facts should be gathered promptly. Witness statements should be taken at the earliest opportunity. Physical evidence should be preserved or photographed if reasonable.
  • A report outlining the facts of the case will be prepared and submitted to Danielle Everitt, who will decide if further action is required. This report may be shared with the individual and their representative where appropriate.
  • In cases of suspected misconduct or serious misconduct, an investigatory hearing will be convened, chaired by Danielle Everitt, Nilofar Mussa, or Astrid Kearney, accompanied by another senior staff member.
  • The investigating officer will present findings in the presence of the individual under investigation. Witnesses may be called, and the individual may question them.
  • The individual has the right to representation; if under 18, they are encouraged to be accompanied by a parent or guardian.
  • After hearing all facts and the individual’s response, the hearing will be adjourned. Only the managerial staff and nominated senior member will remain to decide on the appropriate course of action:
    • Take no further action
    • Recommend counselling
    • Proceed to a disciplinary hearing
  • All parties will be informed of the decision.
  • If proceeding to a disciplinary hearing immediately:
    • The individual must have been informed in writing beforehand that the investigation may lead to a disciplinary hearing and their right to representation.
    • The nature of the complaint must have been communicated in advance, allowing time to consult with a representative.
    • All facts must have been presented at the investigatory hearing.
    • The individual will be advised that the hearing is now a formal disciplinary hearing and invited to make further statements.
    • Proceedings may be adjourned to allow the individual to arrange representation.
  • If an individual resigns during disciplinary proceedings, the process will cease unless exceptional circumstances require continuation.

5. Disciplinary Stages

Stage 1 – Formal Oral Warning
Issued for less serious misconduct or unsatisfactory performance, often following informal warnings. The warning will be recorded on file with a specified duration.

Stage 2 – First Written Warning
Issued for more serious or persistent misconduct or failure to improve after a formal oral warning.

Stage 3 – Dismissal
May result from gross misconduct, failure to improve after a first written warning, or further misconduct following previous warnings.

6. Examples of Misconduct

The following examples may warrant verbal or written warnings (this list is not exhaustive):

  • Persistent lateness or poor timekeeping
  • Inadequate academic/work performance or plagiarism
  • Unauthorised absence from academy or work
  • Smoking in unauthorised areas
  • Failure to follow prescribed procedures
  • Incompetence
  • Unreasonable standards of dress or hygiene
  • Failure to observe academy regulations
  • Use of abusive language
  • Posting negative or discriminatory comments about academy members on social media without permission
  • Actions resulting in formal complaints by learners, employers, or staff

7. Verbal Warning

Appropriate for minor failings or misconduct. An informal follow-up letter will confirm the issues and outline consequences if unresolved.

8. First Written Warning

Appropriate when:

  • A verbal warning has not been heeded and misconduct is repeated or performance remains unsatisfactory.
  • The offence is serious enough to warrant a written warning.
  • Recurrence or accumulation of offences may lead to more severe action.

9. Final Written Warning

Issued for serious offences just short of dismissal or persistent misconduct following previous warnings.

10. Appeals

Employees or learners have the right to appeal against formal disciplinary sanctions. Appeals should be directed to the Head of Centre: danielle@final-checks.com

11. Annex E – Disciplinary Criteria

Category Examples Disciplinary Stage
Academic Performance Inadequate progress, failure to comply with uniform policy, lateness for work experience Stage 1 (Minor)
Conduct Use of offensive language, possession/use of illegal substances, failure to comply with instructions, alcohol consumption without authorisation Stage 2 (Gross)
Serious Misconduct Aggression towards staff or learners, bullying, harassment, health & safety breaches, theft, misuse of technology, bringing academy into disrepute, plagiarism Stage 2 (Gross)

This Disciplinary Procedure ensures fair and consistent treatment of all learners and staff, supporting the academy’s commitment to a positive and professional learning environment.