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27851234.V1 Diamond Learning Partnership Trust - Handbook 335035.0001 18/08/2019 1

Staff Handbook

Approved by: Chief Executive Date: September 2019

Last reviewed: September 2019

Next review due by: September 2022


Contents

1. Introduction

2. Vision and Values

3. Trust Leadership and Governance

4. History

5. Code of Conduct

6. Working with us

7. Family Friendly Policies and Other Leave

8. Equipment and IT

9. Annex 1: Equal Opportunities Policy

10. Annex 2: Disciplinary Procedure

11. Annex 3: Grievance Procedure


1. Introduction

Welcome to the Diamond Learning Partnership Trust (the Trust), a charitable multi-academy

trust based in St Neots, Cambridgeshire. The Trust’s aspirations are local and specialist,

focussing on pre-school and primary education within one hour’s drive of St Neots, ensuring

that children are well prepared to move to the next phase of their education.

We work hard to achieve the highest level of support, teaching and resources in an outstanding

environment and are extremely proud of the success of our pupils and staff. This success is

underpinned by the support of parents, guardians and carers who work together with the Trust

and their children to help achieve the highest possible standards.

We are an equal opportunities employer and do not discriminate on the grounds of gender,

sexual orientation, marital or civil partner status, pregnancy or maternity, gender reassignment,

race, colour, nationality, ethnic or national origin, religion or belief, disability or age.

This Handbook sets out some of the Trust's key policies and procedures, together with other

information relating to the Trust, its schools and your employment. You should familiarise

yourself with it and ensure you comply with it at all times. Any questions you may have with

regards to its content or what you have to do to comply with it should be referred to your line

manager or the HR Department. This Handbook does not include all of the policies operated

by the Trust and its schools. You must ensure you comply with all other policies introduced by

the Trust and its school from time to time, which are available from the Trust website (Trust

wide policies) and each school website (local policies).

This Handbook applies equally to activities taking place outside of normal school hours

including after school clubs, school trips and trips involving overnight stays. Further detail will

be provided to you from time to time and/or set out in our Educational Visits Policy.

The information in this Handbook applies to all staff unless otherwise indicated. The Handbook

does not form part of your terms and conditions of employment with us, which are provided to

you separately, and we may amend the Handbook at any time.

2. Vision and values

The aim of the Trust is to create schools where every child achieves the highest possible

standards through a relentless focus on high quality teaching and learning.

The Trust is focused on transforming children’s lives and their life chances through a clear

focus on unlocking every child’s abilities. Our primary objective is to provide the perfect balance

between an excellent education, uncompromising pastoral care and the nurtured development

of every individual child’s qualities.


Ensuring all children make good or better progress in reading, writing and numeracy is one of

the Trust’s core purposes. All staff will consistently and energetically use the most effective

methods for teaching these basic skills. High quality training, from leading experts in literacy

and numeracy teaching will equip you to do so. Underpinning this will be:

Outstanding day-to-day teaching, assessment and marking of children’s work.

First-rate systems for tracking, identifying and celebrating children’s progress .

An exciting, relevant and inspiring curriculum so that it meets the needs of all children.

Excellent support for every child, so that all children achieve their potential regardless

of their background.

Outstanding, determined, resolute leadership where high expectations are

communicated to all.

Strong governance where governors and senior leaders set a clear direction and

provide strong leadership.

3. Trust leadership and governance

3.1 Chief Executive Officer, Susannah Connell

Susannah is a National Leader of Education and a Lead Ofsted Inspector. She is the

St. Neots representative on Cambridgeshire and Primary Heads, represents primary

academies in Cambridgeshire and Peterborough on the Schools Forum. Susannah is

the Chief Accounting Officer.

3.2 Deputy Chief Executive Officer, Tracy Bryden

Tracy has undertaken the roles of Key Stage Leader, Assistant Head, Deputy Head

and more recently Headteacher of The Round House Primary Academy and the

Trust’s Deputy CEO. Tracy is the Chair for Cambridgeshire Primary Heads.

3.3 Chair of Directors, Alan Ball

Alan trained as an engineer and had a number of senior roles in a varied career,

including two successful start-up businesses, divisional management for a multi-

national company, project management services for a large transport provider and

running change management projects. Education has always been a personal

passion and Alan has been a governor for over 30 years. He is currently Chair at an

LA Maintained Primary School, and Great Staughton and Kimbolton schools in the

Trust, and he was the Chair at Winhills when it joined the Trust.


3.4 Board

There are currently seven Board Directors in addition to the above, a total of ten. They

hold skills, expertise and experience that make them valuable contributors to the

direction, strategy and performance of the Trust.

3.5 Committees

There are committees that contribute to the work of the Board. They have Board

representation but also include representatives from Local Governing Bodies who

have expertise that will contribute to their effective operation. The Finance and Audit

Committee look at the aspects of the Trust which are not concerned with the

curriculum. There are Standards Committees for the St Neots and Fenland Hubs

which look at all aspects of the curriculum.

3.6 Local Governing Bodies

Each school, or occasionally shared between two schools, will have a Local

Governing Body (LGB). Their main focus will be the performance of their own school.

The Head of School, two other staff members and parents together with other

representatives make up the LGB.

4. History

The Trust was established in 2012, by founding members Middlefield Primary Academy and

Winhills Primary Academy. Middlefield is the sponsor school of the Trust; an established,

successful and popular school rated as outstanding by Ofsted.

The Trust was formed with the strong commitment to support other primary schools and their

staff in the interests of children's learning and development. The Trust currently has 12 schools

and is continuing to grow and develop.

5. Code of conduct

We expect all staff to put the wellbeing, development and progress of students first and to act

as role models for pupils, setting an example through high standards of conduct.

We have set out our core expectations relating to the professional conduct of all staff members

in this section of the Handbook, which are designed to interact with other policies and practices

of the Trust and its schools.

5.1 Health and safety

All staff have a duty to ensure the safety and wellbeing of pupils, in particular in

respect of pupils under their responsibility or supervision. Staff must comply with the


Trust's Health and Safety Handbook and refer to it where necessary and liaise with

the schools’ designated first aiders where appropriate. If pupils have particular health

or medication needs, staff should comply with their designated care plan with the

assistance of a designated first aider if required.

5.2 Safeguarding

All staff have a responsibility to ensure pupils are safeguarded at all times. In

particular, all staff have a duty to raise concerns relating to students promptly and

appropriately to the relevant designated safeguarding lead. Staff must be familiar with

the Safeguarding and Child Protection Policies and Procedures implemented by the

Trust and its schools and sector guidance including but not limited to Keeping Children

Safe in Education (KCSIE) and other Department of Education guidance.

5.3 Duty of care

Staff have a duty of care towards pupils and should always act in the best interests of

the pupils. This includes understanding and appreciating that, as staff members, you

are in a position of trust and influence in respect of children at our schools, which must

not be abused.

5.4 Equal opportunities

It is important to promote equal opportunities, diversity and inclusivity across the Trust

and its schools. The Trust and its schools aim to provide all staff with equal

opportunities and to seek to ensure that no member of staff is discriminated against.

Further information can be found in our Equal Opportunities Policy, which is annexed

to this Handbook.

5.5 Professional relationships

You should seek to develop positive relationships with the Trust and across and within

its schools to ensure a unified and cohesive environment. The Trust does not

condone bullying or other discriminatory behaviour and trusts its staff members to

behave in a courteous and collaborative manner. It is important that you familiarise

yourself with our Anti-Bullying and Harassment Policy.


5.6 Trust and confidence

You should act in a manner which maintains public trust and confidence in the Trust,

its schools and pupils’ learning environment, both whilst carrying out your duties and

outside of the workplace.

5.7 Professional standards

Teaching staff are responsible for ensuring professional and quality standards of

teaching and exercising appropriate professional judgement, in line with the national

curriculum, sector guidance and the requirements of the Trust and its schools.

Teaching staff should also demonstrate a commitment to continuing professional

development and fostering positive and appropriate professional relationships with

parents, guardians, carers and pupils.

5.8 Confidentiality

As a result of your employment with the Trust or its schools you will have access to

confidential information relating to the Trust, its schools, its staff, trustees, directors,

suppliers, pupils and their family members. You are expected to comply with your

contractual confidentiality obligations and ensure that when dealing with confidential

information you do so professionally, sensitively and discreetly. You may not disclose,

publish or otherwise make any statement to the media concerning the Trust, its

schools, pupils, parents, guardians, carers or staff without written permission from

your Headteacher or the Trust's senior management. Failure to comply with your

confidentiality obligations may result in disciplinary action.

5.9 Data Protection

You must comply with the Trust's Data Protection Policy when dealing with data as

part of your duties and report any actual or suspected data protection breaches to the

Trust’s senior management without delay. Further information, including in respect of

the data we collect and process for you, can be found in our Data Protection Policy.

5.10 Dress code

Teachers and education support staff are professionals. The Trust considers the way

staff dress and their appearance to be of significant importance in portraying a

professional image to all users of its services, whether pupils, parents, governors,

visitors, colleagues or other agencies.

The Trust expects that the clothes worn to work reflect this; staff are expected to wear

business clothes to a standard appropriate within a learning environment for effective


teaching and learning; leggings, jeans, strappy tops/dresses, clothes/shoes with studs

and flip flops/beach shoes are not classed as business clothes.

If, when you have dressed for work in the morning you look in the mirror and

think “should I be wearing this?” then the answer is no.

All staff must change into suitable clothing and footwear for PE, acting as role models

for the pupils in what is appropriate to wear. All staff must wear PE kit for PE lessons

only.

It is never appropriate for staff dress to reveal underwear.

5.11 Gifts and hospitality

Staff should take care not to accept any gift or offer of hospitality that may be

construed as a bribe or given with the expectation of preferential treatment in return.

There may be occasions where pupils, parents, guardians or carers wish to give a

small token of their appreciation to staff, which is acceptable. However if gifts or

hospitality are offered frequently and/or if they are of high value (over £15), guidance

should be sought from the Business Manager (Trust) or Headteacher (School). Staff

are not permitted to give gifts to pupils, save in accordance with any formal

behavioural reward or initiative operated by the Trust or its schools, by agreement

with the Headteacher of each school. The Trust has a gifts and hospitality policy and

a register of gifts and hospitality exceeding the value of £15 is held by the PA to the

Chief Executive Officer.

5.12 Physical contact

As a general principle, staff must not make physical contact with pupils and it is strictly

forbidden for staff to use physical contact to punish a pupil or to cause harm or

humiliation. There may be circumstances where it is appropriate for staff to use

physical contact, for example, if it is necessary to restrain a pupil, to offer comfort or

reassurance to a distressed pupil or during physical education. However, any such

contact should be the minimum required for care, instruction or restraint and should

not become frequent or unjustified. If you have any concerns in this regard you should

contact any designated safeguarding contact in your school, or if you are still worried

the Chief Executive Officer.

5.13 Privacy

Pupils are entitled to privacy when changing or showering and we expect all staff

members to respect this. It is necessary for staff to maintain an appropriate level of

supervision whilst pupils are showering or changing to ensure that pupils are safe and

to deal with any issues that may arise. However, it is not acceptable for staff members


to change or shower with pupils present, and staff members should avoid physical

contact or other inappropriate behaviour. As a general rule, pupils should undertake

their own personal care and staff should not interfere with this unless absolutely

necessary and with the pupil's consent.

5.14 Communication with pupils

Staff must not give their personal contact details to pupils, nor should then

communicate with pupils using their personal telephone numbers, email addresses or

social networking sites. Staff shall not establish or seek to establish social contact

with pupils and you should notify senior management of your school if a pupil seeks

to establish social contact with you or if you are aware that another member of staff

is engaging in social contact with a pupil. Failure to comply with this requirement may

result in disciplinary action.

5.15 Relationship with pupils

Staff must not develop any romantic, sexual or otherwise inappropriate relationship

with pupils, nor are staff permitted to groom pupils by paying them more attention or

giving them preferential treatment with a view to manipulating the pupil. Should a pupil

develop an infatuation or interest in a staff member, it should be reported sensitively

and promptly to the Headteacher or senior management of the school by the staff

member themselves or by any other member of staff who becomes aware of any such

attention.

5.16 Transporting pupils

Pupils should not be transported in staff members’ cars unless the staff member has

been specifically authorised to do so as part of an official school or Trust activity. If

this is the case, you must be fit to drive and have a full driving licence, appropriate

insurance and a full MOT, and you must ensure that pupil safety is prioritised. For

example, it is your responsibility to ensure that pupils wear seatbelts, have the

necessary booster or child seat and enter and exit the vehicle in a safely. Failure to

comply with this may be dealt with under our Disciplinary Procedure.

6. Working with us

6.1 Timekeeping

Your hours of work are set out in your contract of employment and/or in the Conditions

of Service for School Teachers (Burgundy Book). It is your responsibility to ensure

that you attend work on time. Poor timekeeping may be treated as a disciplinary

issue, particularly if it is frequent or disruptive. Each school will have their own system


of signing in and out so that we can monitor attendance and so that we are aware of

who is on the premises for health and safety reasons.

6.2 Location

Your place of work is set out in your contract of employment, as are any applicable

terms relating to mobility. So that the Trust can work together cohesively, we may

require you to work at different schools within the Trust from time to time in

accordance with your contractual terms.

6.3 Sickness absence reporting

You must comply with the Trust's Sickness Absence Policy as amended from time to

time. You should notify your school of any sickness absence as soon as possible and

by no later than 7.00am on the first day of absence. You may self-certify your absence

for the first 7 days. For absence of 7 days or more, you must provide a medical

certificate from your doctor. Unauthorised absence may be dealt with under the

Trust’s Disciplinary Procedure. Details of sickness absence pay are set out in your

contract of employment and, if you are a teacher, the Conditions of Service for School

Teachers (Burgundy Book).

6.4 Other absences

If you are absent for a reason other than sickness absence, for example because you

are caring for a dependent or require compassionate leave, you must notify your

school as soon as possible and by no later than 7.00am on the first day of absence.

You must ensure you comply with all relevant policies and that such leave is

approved. You should arrange any medical or dental appointments outside of your

normal working hours. Unauthorised absence may be dealt with under the Trust’s

Disciplinary Procedure.

6.5 Capability

Teaching staff should comply with their professional duties and responsibilities which

are set out in the School Teachers’ Pay and Conditions document, as amended from

time to time and/or as required by Ofsted, the Local Authority Designated Officer, the

Trust and its schools. Support staff should comply with their job description and the

requirements and standards within the sector and of the Trust and its schools

including any capability procedures.

6.6 Disciplinary and grievance

Copies of the Trust’s Disciplinary and Grievance procedures are annexed to this

Handbook. You should contact the HR Department if you have any questions.


6.7 Alcohol and drugs

Staff members are prohibited from taking or from being under the influence of alcohol

or drugs whilst on our premises and/or whilst working for us. If it appears that you are

under the influence of alcohol or drugs whilst at work, you will be asked to leave and

disciplinary action may be taken. If you have been prescribed medication which may

impact upon your ability to carry out your job you must inform your line manager

immediately.

6.8 Expenses

The Trust and its schools will refund expenses property incurred by staff for the

purposes of carrying out their duties in advance, provided that approval is sought in

advance (if required) and subject to compliance with our Expenses Policy which

contains more information.

6.9 Outside interests

You should inform us of any actual or proposed employment, engagement or interest

in any other organisation outside of the Trust or its schools. The Trust reserves the

right to decline to approve any outside interests on the grounds of health and safety

and/or in reliance on the terms of your contract of employment.

You should inform us if you are related to any employee of the Trust or a child who is

a pupil at one of the Trust's schools. You must also inform us if you or any of your

immediate family or your partner has an interest in any organisation which is linked to

the Trust or any of its school, for example if a family member works for a supplier of

the Trust.

6.10 Stress

The Trust seeks to create a friendly culture and a supportive environment for its staff,

however it recognises that from time to time stressful situations may arise or staff may

experience stress or anxiety. The Trust encourages all staff to be open and honest

and to discuss any such issues with their line manager so that the Trust can consider

what support or assistance may be required.

7. Family friendly policies and other leave

7.1 Maternity

You should notify your manager when you are pregnant and provide them with all

relevant documentation, so that a risk assessment can be carried out. You will be

informed by the HR Department of the arrangements for your maternity leave. Further

details are contained within our Maternity Policy, and details relating to pay are set


out in the policy or your contract or, if you are a teacher, the Conditions of Service for

School Teachers (Burgundy Book).

7.2 Paternity, adoption, parental and shared parental leave

If you wish to take paternity, adoption, parental and/or shared parental leave you

should notify your manager as soon as possible so that they can discuss

arrangements with you. Full details regarding your family friendly entitlements are set

out in our Paternity Policy, Adoption Policy, Parental Leave Policy and Shared

Parental Leave Policy.

7.3 Flexible working

The Trust recognises the benefits of working flexibly where reasonably possible.

Eligible staff members may make a flexible working request. Further information is set

out in our Flexible Working Policy or available from the HR Department.

7.4 Compassionate, dependent or bereavement leave

We recognise that on some occasions staff members may need to request time off to

care for a dependent or to take compassionate or bereavement leave. Further

information is contained in our Compassionate Leave, Care for Dependents and

Bereavement Leave Policies and/or available from the HR Department.

8. Equipment and IT

8.1 Property

If you are issued with property which belongs to the Trust or its schools you must take

reasonable steps to keep it in good condition and avoid any loss, theft or damage.

However, if our property is lost, stolen or damaged, you must report it to your line

manager as soon as possible. Any property belonging to us must be returned upon

request and, in any event, upon the termination of your employment. You bring your

own personal property onto the Trust's premises at your own risk and the Trust shall

not be responsible for any loss or damage, although if any loss or damage does occur

you should report it to your line manager so that we can investigate the matter further

and consider what (if any) action needs to be taken.

8.2 Intellectual property

Whilst working for the Trust and its schools you may invent, create, develop or assist

with the invention, creation or development of intellectual property. Any such

intellectual property will be the property of the Trust and/or its schools, and you should


disclose details of any intellectual property you invent, create or develop during the

course of your employment with us. For further details please refer to your contract

of employment or speak to the HR Department.

8.3 IT systems and devices

The IT you are provided with for the purposes of your employment with the Trust and

its schools, including computers, laptops, mobile phones, software and any other

devices should only be used for carrying our your duties and should not be used for

personal use or any inappropriate or improper use. You should not allow any other

person to use your devices save with the permission of the Trust. When

communicating by email or other electronic means you should ensure that the tone

and content is professional and appropriate and that it represents the values and aims

of the Trust. The Trust reserves the right to monitor all emails sent on the

Trust’s/school’s email system and the use of the Trust’s/school’s internet provider to

the extent permitted or as required by law and as necessary and justifiable for the

Trust's business purposes. Further information is set out in our Electronic Information

Communications Systems Policy, or available from HR.

8.4 Social media

The Trust recognises that staff members may wish to use social media for personal

purposes and it does not prevent staff from doing so. However, personal social media

should not be used during working time save for during meal breaks. Staff should

ensure that any social media they use is set to private and that they are mindful of the

way in which they present themselves online. Staff are not permitted to be "friends”

or otherwise connect with pupils on a personal social media account and, in some

cases, it may not be appropriate to connect with parents, guardians or carers. Staff

shall never post any content on their personal social media accounts which could

identify pupils, parents, guardians or carers or the Trust or its schools without the

permission of their Headteacher, this includes but is not limited to photos, videos,

comments and school work. Further information is set out in our Social Media Policy,

or available from HR.

8.5 Devices at work

You may use your personal devices before and after work, and during break times.

You should not use your personal devices or software to carry out your duties for us,

and you should avoid taking personal calls during working or teaching time, unless

there is an emergency. You must never use a mobile phone or other device whilst

driving on the Trust’s business.


Annex 1: Equal Opportunities Policy

1. About this policy

The Diamond Learning Partnership Trust (the Trust) aims to create schools where every child

achieves the highest possible standards through a relentless focus on high quality teaching

and learning. We focus on transforming children’s lives, unlocking their abilities and their life

chances to provide excellent education, uncompromising pastoral care and nurturing

development. We are committed to promoting equal opportunities throughout the Trust.

The Trust aims to ensure that no employee, job applicant, pupil or other member of the Trust

and its schools is treated less favourably on grounds of age, disability, gender reassignment,

marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or

national origin, religion or belief, sex or sexual orientation (Protected Characteristics).

This policy sets out our approach to equal opportunities and the avoidance of discrimination at

work. It applies to all aspects of employment with us, including recruitment, pay and conditions,

training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and

termination of employment. This policy covers all employees, officers, consultants, contractors,

volunteers, casual workers and agency workers. This policy does not form part of any

employee's contract of employment and we may amend it at any time.

2. Roles and responsibilities

2.1 Board of Directors and Headteachers

The Trust’s Board of Directors has overall responsibility for the effective operation of

this policy and for ensuring compliance with discrimination law. Day to day

responsibility for this policy has been delegated to Headteachers of the Trust's

schools who are responsible for ensuring compliance within their school and reporting

any concerns to the Board of Directors.

2.2 Management

Managers and the senior leadership team have a specific responsibility to set an

appropriate standard of behaviour, lead by example and ensure that the staff

members they manage adhere to this policy and promote the Trust’s aims, visions

and values with regard to equal opportunities. Staff will be given appropriate training

on equal opportunities. Headteachers have overall responsibility for training.

2.3 All staff

All members of staff are responsible for promoting the Trust's equal opportunities

policy and are obliged to familiarise themselves with, respect and act in accordance


with this policy. If you have any questions about this policy or any suggestions

regarding its content you should speak to the HR Department.

3. Discrimination

You must not unlawfully discriminate against or harass other people including current and

former employees, job applicants, pupils, parents, guardians, carers, visitors and other

members of the Trust and its schools. This applies within and outside of our community, and

on school trips or other events taking place outside of our schools or outside of school hours.

The following forms of discrimination are prohibited under this policy and are unlawful:

3.1 Direct discrimination

Direct discrimination is where someone is treated less favourably because of a

Protected Characteristic. For example, rejecting a job applicant because of their

religious views or because they might be gay.

3.2 Indirect discrimination

Indirect discrimination is where there is a provision, criterion or practice that applies

to everyone but adversely affects people with a particular Protected Characteristic

more than others, and is not justified. For example, requiring a job to be done full-time

rather than part-time would adversely affect women because they generally have

greater childcare commitments than men. Such a requirement would be

discriminatory unless it can be justified.

3.3 Harassment

Harassment includes sexual harassment and other unwanted conduct related to a

Protected Characteristic, which has the purpose or effect of violating someone's

dignity or creating an intimidating, hostile, degrading, humiliating or offensive

environment for them. Harassment is dealt with further in our Anti-Bullying and

Harassment Policy.

3.4 Victimisation

Victimisation is a retaliation against someone who has complained or has supported

someone else's complaint about discrimination or harassment.

3.5 Disability discrimination

Disability discrimination includes direct and indirect discrimination, any unjustified less

favourable treatment because of the effects of a disability, and failure to make

reasonable adjustments to alleviate disadvantages caused by a disability.


4. Recruitment and selection

4.1 Recruitment

Recruitment, promotion, and other selection exercises such as redundancy selection will be

conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting

should be done by more than one person and with the involvement of the HR Department,

where possible.

Vacancies should generally be advertised to a diverse section of the labour market.

Advertisements should avoid stereotyping or using wording that may discourage particular

groups from applying. We take steps to ensure vacancies are advertised to a diverse section

of the labour market where possible and we may advertise to particular groups that have been

identified as disadvantaged or underrepresented in the Trust.

4.2 Selection

Job applicants should not be asked questions which might suggest an intention to discriminate

on grounds of a Protected Characteristic. For example, applicants should not be asked

whether they are pregnant or planning to have children.

Job applicants should not be asked about health or disability before a job offer is made, except

in the very limited circumstances allowed by law: for example, to check that the applicant could

perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if

any adjustments might be needed at interview because of a disability. Where necessary, job

offers can be made conditional on a satisfactory medical check. Health or disability questions

may be included in equal opportunities monitoring forms, which must not be used for selection

or decision-making purposes.

We are required by law to ensure that all employees are entitled to work in the UK.

Assumptions about immigration status should not be made based on appearance or apparent

nationality. All prospective employees, regardless of nationality, must be able to produce

original documents (such as a passport) before employment starts, to satisfy current

immigration legislation. The list of acceptable documents is available from the HR Department

or UK Visas and Immigration.

5. Staff training and promotion

Training needs will be identified through appraisals. You will be given appropriate access to

training to enable you to progress within the organisation and all promotion decisions will be

made on the basis of merit.


6. Termination of employment

We will ensure that redundancy criteria and procedures are fair and objective and are not

directly or indirectly discriminatory. We will also ensure that disciplinary procedures and

penalties are applied without discrimination, whether they result in disciplinary warnings,

dismissal or other disciplinary action.

7. Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so

that we can consider what reasonable adjustments or support may be appropriate.

8. Part time and fixed term work

Part-time and fixed-term staff should be treated the same as comparable full-time or

permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where

appropriate), unless different treatment is justified.

9. Breaches of this policy

We take a strict approach to breaches of this policy, which will be dealt with in accordance with

our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross

misconduct resulting in dismissal.

If you believe that you have suffered discrimination you can raise the matter through our

Grievance Procedure or through our Anti-Bullying and Harassment Policy as appropriate.

There must be no victimisation or retaliation against staff who complain about discrimination.

However, making a false allegation deliberately and in bad faith may be treated as misconduct

and dealt with under our Disciplinary Procedure

10. Links with other policies

This policy is supported by the following other policies and procedures:

Staff Handbook.

Anti-Bullying and Harassment Policy.

Grievance Procedure.

Disciplinary Procedure.

Flexible Working Procedure.

Maternity, Paternity, Adoption, Parental and Shared Parental Leave Policies.

Time Off for Dependants Policy.


Annex 2: Disciplinary Procedure

1. About this procedure

The Diamond Learning Partnership Trust (the Trust) expects its staff to maintain high

standards of professional conduct at all times whilst performing duties for the Trust and its

schools and/or whilst on our premises. The Trust also expects staff members to continue to

uphold the Trust's good name and reputation outside of working hours and whilst offsite, and

refrain from any conduct which may bring the Trust or any of its schools into disrepute.

The procedure applies to all employees regardless of length of service. It does not apply to

agency workers or self-employed contractors. This procedure does not form part of any

employee's contract of employment and it may be amended at any time. We may also vary

this procedure, including any time limits, as appropriate in any case. This procedure does not

form part of any employee's contract of employment and it may be amended at any time. We

may also vary this procedure, including any time limits, as appropriate in any case.

2. Principles

The aims of this Disciplinary Procedure are to provide a framework within which managers can

work with employees to maintain satisfactory standards of conduct and to encourage

improvement where necessary. It is our policy to ensure that any disciplinary matter is dealt

with fairly and that steps are taken to establish the facts and to give employees the opportunity

to respond before taking any formal action.

The Trust will seek to adhere with the following principles will be adhered to when following

the disciplinary process:

Employees should be aware of the standards of conduct, action and behaviour

required of them.

Disciplinary action, where necessary, will be taken without unreasonable delay and in

a reasonable and consistent manner.

Employees will usually only be subject to disciplinary action once there has been a

reasonable investigation of the facts.

Employees will usually have an opportunity to present their side of the case and

answer any allegations at a formal disciplinary hearing convened under this

procedure.

If a disciplinary sanction is imposed on an employee, the employee will usually receive

an explanation of the penalty imposed and will usually be entitled to appeal against

the penalty in accordance with the appeals process set out in this procedure.


2.1 Minor conduct issues

Minor conduct issues can often be resolved informally between you and your line manager.

These discussions should be held in private and without undue delay whenever there is cause

for concern. Where appropriate, a note of any such informal discussions may be placed on

your personnel file but will be ignored for the purposes of any future disciplinary hearings. In

some cases an informal verbal warning may be given, which will not form part of your

disciplinary records. Formal steps will be taken under this procedure if the matter is not

resolved, or if informal discussion is not appropriate (for example, because of the seriousness

of the allegation).

2.2 Confidentiality

Our aim is to deal with disciplinary matters sensitively and with due respect for the privacy of

any individuals involved. All employees must treat as confidential any information

communicated to them in connection with an investigation or disciplinary matter.

You, and anyone accompanying you (including witnesses), must not make electronic

recordings of any meetings or hearings conducted under this procedure.

You will normally be told the names of any witnesses whose evidence is relevant to disciplinary

proceedings against you, unless we believe that a witness's identity should remain confidential.

2.3 Criminal allegations/ regulatory issues

Where your conduct is the subject of a criminal investigation, charge or conviction we will

investigate the facts before deciding whether to take formal disciplinary action.

We will not usually wait for the outcome of any prosecution before deciding what action, if any,

to take. Where you are unable or have been advised not to attend a disciplinary hearing or say

anything about a pending criminal matter, we may have to take a decision based on the

available evidence.

A criminal investigation, charge or conviction relating to conduct outside work may be treated

as a disciplinary matter if we consider that it is relevant to your employment and/or your

suitability for employment within the education sector.

The Trust will exercise its discretion as to when it is required to inform relevant authorities of

allegations of misconduct and/or the outcome of a disciplinary hearing, including as

appropriate to the Local Authority Designated Officer and the Teachers Regulation Agency.

3. Investigations

The purpose of an investigation is for us to establish a fair and balanced view of the facts

relating to any disciplinary allegations against you, before deciding whether to proceed with a


disciplinary hearing. The amount of investigation required will depend on the nature of the

allegations and will vary from case to case. It may involve interviewing and taking statements

from you and any witnesses, and/or reviewing relevant documents.

Investigative interviews are solely for the purpose of fact-finding and no decision on disciplinary

action will be taken until after a disciplinary hearing has been held.

You must co-operate fully and promptly in any investigation. This will include informing us of

the names of any relevant witnesses, disclosing any relevant documents to us and attending

investigative interviews if required.

4. Suspension

In some circumstances it may be necessary for the Trust or the school you work for to suspend

you from work. The suspension will be for no longer than is necessary to investigate any

allegations of misconduct against you or so long as is otherwise reasonable while any

disciplinary procedure against you is outstanding. We will confirm the arrangements to you in

writing. While suspended you should not visit our premises or contact any of our staff, pupils,

parents, carers or guardians unless you have been authorised to do so by the Headteacher of

your school.

Suspension of this kind is not a disciplinary penalty and does not imply that any decision has

already been made about the allegations.

5. Disciplinary procedure

5.1 Notification of a hearing

Following any investigation, if we consider there are grounds for disciplinary action, you will be

required to attend a disciplinary hearing. We will inform you in writing of the allegations against

you, the basis for those allegations, and what the likely range of consequences will be if we

decide after the hearing that the allegations are true. We will also include the following where

appropriate:

a summary of relevant information gathered during the investigation;

a copy of any relevant documents which will be used at the disciplinary hearing; and

a copy of any relevant witness statements, except where a witness's identity is to be

kept confidential, in which case we will give you as much information as possible while

maintaining confidentiality.

We will give you written notice of the date, time and place of the disciplinary hearing. The

hearing will be held as soon as reasonably practicable, but you will be given a reasonable

amount of time to prepare your case based on the information we have given you.


5.2 The right to be accompanied

You may bring a companion to any disciplinary hearing or appeal hearing under this procedure.

The companion may be either a trade union representative or a colleague. You must tell us

who your chosen companion is, in good time before the hearing.

A companion is allowed reasonable time off from duties without loss of pay but no-one is

obliged to act as a companion if they do not wish to do so.

If your companion is unavailable at the time a meeting is scheduled and will not be available

for more than five working days afterwards, we may ask you to choose someone else.

5.3 The disciplinary hearing

If you or your companion cannot attend the hearing you should inform us immediately and we

will arrange an alternative time. You must make every effort to attend the hearing, and failure

to attend without good reason may be treated as misconduct in itself. If you fail to attend without

good reason, or are persistently unable to do so (for example for health reasons), we may have

to take a decision based on the available evidence.

Disciplinary hearings where dismissal is not contemplated as a potential disciplinary sanction

if the allegation(s) are held to be well founded will usually be conducted and determined by a

member of the Senior Leadership Group or the Headteacher/Head of School, or in the case of

disciplinary proceedings involving the Headteacher/Head of School, the Chief Executive

Officer or other appropriate appointed person. In the case of disciplinary proceedings involving

the Chief Executive Officer, the disciplinary hearing will be conducted by the Chair of the Trust

Board of Directors or other appropriate appointed person. Disciplinary hearings where

dismissal may be contemplated as a potential disciplinary sanction if the allegation(s) are held

to be well founded will usually be conducted and determined by the Headteacher/Head of

School or The Chief Executive Officer or a panel of 3 Directors.

At the disciplinary hearing we will go through the allegations against you and the evidence that

has been gathered. You will be able to respond and present any evidence of your own. Your

companion may make representations to us and ask questions, but should not answer

questions on your behalf. You may confer privately with your companion at any time during the

hearing.

You may ask relevant witnesses to appear at the hearing, provided you give us sufficient

advance notice to arrange their attendance. You will be given the opportunity to respond to

any information given by a witness. However, you will not normally be permitted to cross-

examine witnesses unless, in exceptional circumstances, we decide that a fair hearing could

not be held otherwise.

We may adjourn the disciplinary hearing if we need to carry out any further investigations such

as re-interviewing witnesses in the light of any new points you have raised at the hearing. You


will be given a reasonable opportunity to consider any new information obtained before the

hearing is reconvened.

We will inform you in writing of our decision and our reasons for it, usually within 10 working

days of the disciplinary hearing. Where possible we will also explain this information to you in

person.

5.4 Disciplinary penalties

The usual penalties for misconduct are set out below. No penalty should be imposed without

a hearing. We aim to treat all employees fairly and consistently, and a penalty imposed on

another employee for similar misconduct will usually be taken into account but should not be

treated as a precedent. Each case will be assessed on its own merits.

You will not normally be dismissed for a first act of misconduct, unless we decide it amounts

to gross misconduct or you have not yet completed your probationary period.

First written warning: A first written warning may be authorised by the Senior

Leadership Group, the Headteacher/Head of School, the Chief Executive Officer or

other Appointed Person. It will usually be appropriate for a first act of misconduct

where there are no other active written warnings on your disciplinary record.

Final written warning: A final written warning may be authorised by the Senior

Leadership Group, the Headteacher/Head of School, Chief Executive Officer or other

Appointed Person. It will usually be appropriate for misconduct where there is already

an active written warning on your record or misconduct that we consider sufficiently

serious to warrant a final written warning even though there are no other active

warnings on your record.

Dismissal: Dismissal may be authorised by the Headteacher/Head of School or Chief

Executive Officer or a panel of Directors. It will usually only be appropriate for any

misconduct during your probationary period; further misconduct where there is an

active final written warning on your record; or any gross misconduct regardless of

whether there are active warnings on your record. Gross misconduct will usually result

in immediate dismissal without notice or payment in lieu of notice (summary

dismissal).

Alternatives to dismissal: In some cases we may at our discretion consider

alternatives to dismissal. These may be authorised by the Headteacher/Head of

School or The Chief Executive Officer or a panel of Directors and will usually be

accompanied by a final written warning. Examples may include: demotion, transfer to

another department or job, a period of suspension without pay, loss of seniority or a

reduction in pay or other benefits.


Written warnings will set out the nature of the misconduct, the change in behaviour required,

the period for which the warning will remain active, and the likely consequences of further

misconduct in that active period. Depending on the circumstances, a first written warning will

usually remain active for six months and a final written warning will usually remain active for

12 months. After the active period, the warning will remain permanently on your personnel file

but will be disregarded in deciding the outcome of future disciplinary proceedings.

6. Appeals

If you feel that disciplinary action against you is wrong or unjust you may appeal against the

decision. Disciplinary appeals will usually be conducted and determined by a member of the

senior leadership group or otherwise a member of management more senior than the person

who heard the disciplinary hearing or otherwise a panel of three members of the Trust Board

of Directors.

If you wish to exercise this right of appeal, you should write to the Clerk of the Board within 10

working days of the date upon which you were informed of the decision, setting out the grounds

and basis for the appeal.

If you are appealing against dismissal, the date on which dismissal takes effect will not be

delayed pending the outcome of the appeal. However, if your appeal is successful you will be

reinstated with no loss of continuity or pay.

We will give you written notice of the date, time and place of the appeal hearing. The appeal

hearing may be a complete re-hearing of the matter or it may be a review of the fairness of the

original decision in the light of the procedure that was followed and any new information that

may have come to light. This will be at our discretion depending on the circumstances of your

case. In any event the appeal will be dealt with as impartially as possible.

No decisions will be reached during the hearing itself. The Trust will need to consider all the

evidence together with the representations you have made, and in some cases may need to

carry out further investigations before a decision can be reached.

Following the appeal hearing we may confirm the original decision; revoke the original

decision; or substitute a different penalty. You will be notified of the result of the appeal in

writing without unreasonable delay. The appeal decision is the final stage of the Trust’s

disciplinary appeal procedure.

7. Examples of misconduct

The following are examples of issues which might constitute misconduct. This list is intended

as a guide and is not exhaustive.

Minor breaches of the Trust’s policies, Handbook and/or your contract.


Damage to, or unauthorised use of, our property.

Poor timekeeping and/or time wasting.

Unauthorised absence from work.

Refusal to follow instructions.

Excessive use of our telephones for personal calls and/or excessive personal e-mail

or internet usage.

Obscene language or other offensive behaviour.

Smoking in no-smoking areas.

8. Examples of gross misconduct

The following are examples of issues which might constitute gross misconduct. These are

illustrative only and do not constitute an exhaustive list.

A fundamental and/or wilful breach of the rules, regulations, policies and Handbook

of the Trust or its schools.

Gross negligence or dangerous behaviour, which causes or might cause

unacceptable loss, damage or injury.

Grossly indecent or immoral behaviour.

Threatening or violent behaviour, fighting or physical assault.

Deliberate falsification of any records (e.g. Sickness Self-Certification Form and time-

sheets) including your records or the records of any other employee or pupil.

Undertaking private work on the premises and/or during working hours and/or wilful

disregard of duties or of instructions.

Deliberate and serious breach of confidence relating to the Trust, its schools or any

of its pupils, parents, guardians or carers.

Theft or misappropriation of money or property whether belonging to the Trust,

another employee or a third party.

Unauthorised consumption of alcohol on the premises, or reporting for work under the

influence of alcohol or drugs.


Any taking or possession of controlled drugs or stimulants, which have not been

prescribed by a registered medical practitioner.

Destruction/sabotage of Trust property or any other property on the premises.

Serious Health and Safety breaches.

Gross insubordination and/or refusal to obey reasonable instructions given by any

members of the Senior Leadership Group.

Any breach of a legal obligation, including where it has a direct effect on your ability

to undertake your duties.

Allowing or assisting any unauthorised person to gain entry to the Trust’s premises.

Repeated or prolonged unauthorised absences.

Any fundamental and/or substantial breach of trust or unauthorised disclosure of

information relating to the Trust’s affairs to third parties.

A substantial or repeated failure to meet expected standards of work and/or behaviour

amounting to serious neglect of duty.

Deliberately driving on Trust business without an appropriate licence and/or the

appropriate insurance and/or MOT.

Discrimination or harassment or other breach of the Trust’s Equal Opportunities

Policy.

Failure to inform the Senior Leadership Group of any criminal charges/convictions or

police cautions that are relevant to your employment.

Serious or repeated breaches of the Trust’s Safeguarding and Child Protection

Policies and Procedure.

Serious or repeated breaches of the Trust’s Electronic Information Communications

Systems Policy.

In respect of teaching staff, serious breach of the standards of professional conduct

as set out in the Teacher’s Standards.


Annex 3: Grievance Procedure

1. About this procedure

It is our policy to ensure that all employees have access to a procedure to help deal with any

grievances relating to their employment fairly and without unreasonable delay. We aim to

investigate any formal grievance you raise, hold a meeting to discuss it with you, inform you in

writing of the outcome, and give you a right of appeal if you are not satisfied.

The procedure applies to all employees regardless of length of service. It does not apply to

agency workers or self-employed contractors. This procedure does not form part of any

employee's contract of employment and it may be amended at any time.

2. Using this procedure

Issues that could cause grievances may include:

terms and conditions of employment;

health and safety;

work relations;

bullying and harassment;

new working practices;

working environment;

organisational change; and

discrimination.

This procedure should not be used to complain about dismissal or disciplinary action. If you

are dissatisfied with any disciplinary action, you should submit an appeal under the appropriate

procedure.

We operate a separate Whistleblowing Policy to enable employees to report illegal activities,

wrongdoing or malpractice. However, where you are directly affected by the matter in question,

or where you feel you have been victimised for an act of whistleblowing, you may raise the

matter under this procedure.

Written grievances will be placed on your personnel file along with a record of any decisions

taken and any notes or other documents compiled during the grievance process. These will

be processed lawfully in accordance with Data Protection principles.


3. Raising grievances informally

Most grievances can be resolved quickly and informally through discussion with your Line

Manager or Headteacher. If you feel unable to speak to your Line Manager/Headteacher, for

example, because the complaint concerns him or her, then you should speak informally to the

Chief Executive Officer or their deputy.

If informal discussions do not resolve the issue, you should follow the formal procedure below.

4. Formal grievance procedure

If your grievance cannot be resolved informally, you should put it in writing and submit it to

your Line Manager or Headteacher, indicating that it is a formal grievance. If the grievance

concerns your Line Manager or Headteacher, you may submit it to the Chief Executive Officer

or their deputy.

The written grievance should contain a brief description of the nature of your complaint,

including any relevant facts, dates, and names of individuals involved. In some situations we

may ask you to provide further information.

4.1 Grievance investigations

It may be necessary to carry out an investigation into your grievance. The investigation may

be initiated before holding the grievance meeting with you where appropriate. In other cases

the grievance meeting may be held first before deciding what investigation (if any) to carry out.

If an investigation is necessary, the amount of any investigation required will depend on the

nature of the allegations and will vary from case to case. The investigation may involve

interviewing and taking statements from you and any witnesses, and/or reviewing relevant

documents. You must co-operate fully and promptly in any investigation. This may include

informing us of the names of any relevant witnesses, disclosing any relevant documents to us

and attending interviews, as part of our investigation.

An investigation may be carried out either by the person appointed to conduct your grievance

meeting and determine your grievance or by someone else appointed by the Trust.

4.2 Right to be accompanied

You may bring a companion to any grievance meeting or appeal under this procedure. The

companion may be either a trade union representative or a colleague. You must tell us who

your chosen companion is, in good time before the hearing.

A companion is allowed reasonable time off from duties without loss of pay but no-one is

obliged to act as a companion if they do not wish to do so.


If your companion is unavailable at the time a meeting is scheduled and will not be available

for more than five working days afterwards, we may ask you to choose someone else.

4.3 Grievance meetings

We will arrange a grievance meeting with you, normally within 15 working days of receiving

your grievance. The purpose of a grievance meeting is to enable you to explain your grievance

and how you think it should be resolved, and to assist us to reach a decision based on the

available evidence and the representations you have made.

The grievance meeting may be conducted by your Line Manager or Headteacher. If the

complaint concerns your Line Manager or Headteacher, the hearing may be conducted instead

by the Chief Executive Officer or other appropriate appointed person.

You and your companion (if any) should make every effort to attend grievance meetings. If you

or your companion cannot attend at the time specified, you should inform us immediately and

we will try, within reason, to agree an alternative time.

4.4 Grievance outcome

Following your grievance meeting/s and any investigation carried out, the person appointed

to determine the outcome of your grievance will write to you to inform you of the outcome of

your grievance and if appropriate any further action that the Trust intends to take to resolve

the grievance, and we will remind you of your right of appeal.

Where appropriate we may hold a further meeting to give you this information in person.

5. Appeals

If the grievance has not been resolved to your satisfaction you may appeal in writing in the first

instance to the HR Department within 10 working days of the grievance decision you are

appealing against, setting out the grounds for and basis of the appeal in writing.

We will hold an appeal meeting, normally within 15 working days of receiving your written

appeal. Grievance appeals will usually be heard by a member of the senior leadership group

or otherwise a member of management more senior than the person who heard the grievance

or otherwise a panel of three members of the Trust Board of Directors.

You may be accompanied by an appropriate work colleague or an accredited trade union

official at any grievance appeal hearing (see above).

No decisions will be made during the appeal hearing itself. The panel may consider it

necessary to carry out further investigations before reaching any decisions.


The panel will confirm its final decision in writing without unreasonable delay. This is the end

of the procedure and there is no further appeal.

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