Apple Orchard School
Staff Disciplinary Rules
1. Unless there are mitigating circumstances your employment with the Community will be terminated summarily if you commit any act of gross misconduct during the course of your employment with the Community. Examples of such conduct are:-
- The committing of any serious breach of the terms of your employment.
- Serious insubordination.
- The committing of any serious criminal offence or any theft of the Community’s property or the property of your fellow employees.
- Deliberately damaging or misusing any of the Community’s property or that of your fellow employees.
- The consumption of intoxicating liquors or drugs on the Community’s premises or
- Being intoxicated or under the influence of drugs on the Community premises or in Community vehicles.
- The consumption of intoxicating liquors or drugs in the hours leading up to your work hours that impact on the safety of the young people and/or your conduct at work.
- Giving false information about your own or another employee’s attendance or
- time keeping record.
- The provision of false information in your application for employment.
- Failure to carry out any proper instructions of the Community.
- Disclosing, without authority, any confidential information of the Community.
2. The following are examples of conduct which will lead to some form of disciplinary action including, in serious cases, dismissal without notice :-
- Any of the matters set out in paragraph 1 above, if in particular circumstances the Community decides that summary dismissals not appropriate.
- Unsatisfactory attendance record or timekeeping.
- Absence from work without authority.
- Quality of work below standard.
- Conduct of any kind which impairs the efficiency of management or co-workers.
- Objectionable or insulting behaviour.
- Failure to comply with the guidelines in respect of discrimination under the ‘Sex Discrimination Act 1975’ , ‘Race Relations Act 1976‘, and the ‘Equality Act 2010’ or safety rules.
- Any breach of your terms of employment, including the staff regulations, from time to time in force.
The above list contains examples only and should not be regarded in any way as exhaustive. The Community may be obliged to warn, or in extreme cases, dismiss employees whose misconduct cannot be permitted or condoned by the community. Warnings against such misconduct will cause that misconduct to be treated as if it were within these rules.
While breach of these rules may not of itself cause dismissal, all employees should be aware that serious or continued breach of one or more rule may give rise to a warning of future dismissal or even lead to summary dismissal if the circumstances justify it.