disciplinary policy and procedure - NASUWT

11. RECORD OF WARNINGS A copy of the warning will be held on the personal file of the employee concernedfor:• First Warning – 6 months• Written Warning – 9 months• Final Written Warning – 12 monthsIn cases of Gross Misconduct, where a final written warning has been issued, and inthe opinion of the Principal / Senior Leader, the misconduct is so serious that itcannot be disregarded for future disciplinary or managerial purposes, then the finalwritten warning shall remain live for a longer period and the employee shall be soadvised. This facility shall only apply where the welfare, safety of a pupil, member ofthe public or fellow member of staff might be placed at risk. In such cases, theemployee may appeal to the appeal panel against the warning and/or against thedecision for the warning to remain live.Where no action is to be taken against the employee, no record of the investigationwill be kept on the employee’s personal file. However it would be kept in aconfidential file within the SPTA HR confidential files in accordance with the periodsspecified under the Data Protection Act.Where a formal sanction has been issued, a record should be kept on theemployee’s personal file until such time as the warning has expired. However, wheredisciplinary sanctions relate to the safety and wellbeing of children and youngpeople, records will be retained on the employee’s personal file permanently.In accordance with The Education (Teachers) Regulations 1993, where a person isdismissed from relevant employment on grounds of their misconduct (whether or notthey are convicted of a criminal offence) or they would have been dismissed, ordismissal was being considered, but for their resignation, the employer shall reportthe facts of the case to the Secretary of State.12. CONFIDENTIALITYAll investigations and any subsequent disciplinary/appeal hearings will be dealt within the strictest of confidence.The Principal / Senior Leader (or SPTA Directors) should not discuss a case withanyone other than a SPTA HR Advisor. Any issue of this kind should be referred tothe investigating officer.Where appropriate and following the conclusion of a case, the SPTA CEO, or theirrepresentative, will agree a statement which may be read out to relevant individualsto inform them briefly of the outcome of any hearing. There should not be adiscussion of the details of the case.Originator: H. Ruddle 12