Disciplinary & Grievance

Our approach

Most problems are solved by a conversation, and that is always the first step where possible. When a formal process is needed, we follow the Acas Code of Practice on disciplinary and grievance procedures: no decision before the facts are gathered, no hearing without notice of the concern, and no outcome without a right of appeal.

Nobody is dismissed for a first offence unless it amounts to gross misconduct.

The disciplinary procedure

• Investigation first: the facts are established before any hearing is arranged. Suspension (on full pay) is rare, is a neutral act to protect people or the investigation, and is never itself a punishment.
• You receive written notice of the concern and the evidence before the hearing, with enough time to prepare.
• At the hearing you can respond fully and be accompanied by a colleague or a trade union representative.
• Possible outcomes, in writing: no action, first written warning, final written warning, or dismissal. Warnings lapse after the period stated in them.
• You can appeal any outcome in writing within 5 working days; the appeal is heard by someone not previously involved wherever our size allows.

Gross misconduct

Examples of conduct that may lead to dismissal without notice (always after a fair hearing):

• Abuse, neglect or wilful ill-treatment of a person we support.
• Theft or fraud — including falsifying clock-ins, timesheets, mileage or care records.
• Serious breach of professional boundaries: private work with clients, involvement in their finances or wills.
• Attending work under the influence of alcohol or drugs.
• Serious breach of confidentiality, or concealing an error, accident or incident.
• Discrimination, harassment or violence.

Raising a grievance

• Try the conversation first — most things resolve there. If not, put your grievance in writing to your manager (or their manager, if it concerns them).
• You'll be invited to a meeting to discuss it, with the same right to be accompanied, and receive the outcome in writing with a right of appeal.
• Grievances about bullying, harassment or discrimination are taken especially seriously and can go straight to the registered manager.
• Raising a grievance in good faith will never count against you.

Registration and safeguarding

• Where conduct affects a person we support, the Adult Support & Protection policy applies first, and external inquiries may pause internal timescales.
• Some disciplinary outcomes must be referred to the SSSC (and, where relevant, to Disclosure Scotland for PVG consideration). We will always tell you if a referral about you is made.