Privacy Policy

Introduction

SHD requires good standards of discipline from its learners. The purpose of the procedure is to ensure that any concerns over learners conduct or performance are handled in a fair, consistent and timely manner, with the intention of bringing about an improvement, and to protect the proper operation of the Company’s business and the health and safety of pupils.

Rules and application

1. The following are examples of conduct/performance that will normally be addressed through implementation of SHD’s procedures:
2. Breaches of SHD’s policies and procedures.
3. inappropriate behaviour (e.g. fighting, drunkenness, etc.);
4. Bullying, harassment or victimisation;
5. Discrimination on any of the grounds of race, sex, sexual orientation, religion, disability, age, gender reassignment, marital status or ethnic origin;
6. Persistent lateness or poor timekeeping;
7. Unacceptable levels of absence, especially when unauthorised;
8. Serious or repeated failure to follow reasonable requests or instructions;
9. Abuse, misuse or neglect of Company property or facilities;
10. Bribery offences under the Bribery Act 2010; and 
11. Use of business facilities and equipment for personal reasons during class time e.g. business email, telephones and internet access.

This procedure may be reviewed and updated from time to time. Any amendments will be notified to pupils in writing, following consultation where appropriate.

Where time limits are specified in this Policy and Procedure, they may be varied by agreement between the pupil and the educator. 

You will be subject to a procedure in two cases:

1. Misconduct: conduct which initially requires action other than dismissal (although if further misconduct takes place, it may lead to dismissal). This can include persistent lateness, unauthorised absence, failure to meet known work standards, or disregard for the rules listed in this Staff Handbook.

1. Gross misconduct: conduct which may lead to dismissal without notice or summary dismissal. This can include working dangerously, stealing or fighting. But much will depend on the circumstances of each offence and whether summary dismissal would be reasonable in such circumstances. 

1. Please note that the aim of disciplinary action will always be to improve future conduct and will not be undertaken lightly.

SHD is committed to treating pupils in a fair way. If you feel that you are being treated unfairly during these procedures, you have a right and duty to report that to your educator.

Before we consider these procedures, we will always try to solve our problems by discussing the matter informally. 

If you have personal, financial, domestic, or health problems, please discuss them with the owner.

In the case an informal discussion does not solve the problem, a formal procedure may be called for. SHD is committed to following a procedure that is: 

• fair
• aimed at improving the learners behaviour and not overstating any punishment
• clear to all the parties, with clearly explained penalties in case the unacceptable conduct does not stop

SHD will not take action until the case has been fully investigated and examined. Where it is appropriate, we may decide to suspend you with pay for a short investigating period.

When discussing your violation with SHD, you have a right to be accompanied by a colleague. The disciplinary action that is chosen will be implemented as soon as possible, however, keep in mind that you do have a right to appeal. If you wish to appeal, please refer to the grievance procedure.

SHD will record all written warnings. Your conduct or performance and in all cases will be reported to VTCT.

. 

Data Protection

SHD shall process personal data collected during the investigation process and any subsequent disciplinary action in accordance with its Data Protection Policy.  Data collected during the investigation process and subsequent disciplinary action will be held securely and accessed by, and disclosed to, individuals only for the purposes of completing the disciplinary procedure.   

Grievance Procedure

The grievance procedure enables SHD to ensure that any problems, complaints or concerns raised by learners are dealt with in a fair, timely and consistent manner. If a learner has a grievance or complaint regarding: 

1. Their work, classroom conditions, malpractice, maladministration.

1. Discrimination on the grounds of race, sex, sexual orientation, religion, disability, age, gender reassignment, marital status or ethnic origin; or

1. Treatment by colleagues including harassment and bullying; or 

4.   Their health and safety or a breach; or 

1. Any other issue affecting their education,

It should be raised with the tutor - with this procedure. 

Informal Procedure

The learner should, where possible, discuss the grievance or complaint with the tutor on an informal basis first. The pupil will discuss any concerns with the tutor and attempt to resolve the matter within a reasonable timescale. 

Where the informal procedure is used, both parties should keep a written record of the meeting including what was discussed and any proposed action.

If the grievance has not been resolved or cannot be settled informally, the matter should be dealt with in accordance with the formal grievance procedure.

In order to start the grievance procedure, you should:

1. Write a letter to SHD setting out the details of your grievance
2. Meet the owner to discuss the issue
3. Hear the owners decision on the grievance raised

You have the right to appeal against the decision, where you believe relevant information or evidence has not been taken into account in the owners decision. As a matter of practice VTCT will be notified by SHD of any grievances arising and a report log will be kept.