is no right of appeal against an informal warning. INVESTIGATING, DISCIPLINARY AND APPEAL MANAGERS The table below sets out the normal level of delegation for dealing with formal disciplinary action. Your (or level of highest co-accused) Investigating Manager Disciplinary Manager Appeal Manager School’s Headteacher of Governors or another Governor nominated by Chair A disciplinary committee comprising three governors or Diocesan nominees as associate members An appeal committee comprising three governors or Diocesan nominees as associate members Other Leadership Spine and School Business Manager School’s Headteacher of School’s Governors or another non-staff Governor nominated by Chair An appeal committee comprising three governors or Diocesan nominees as associate members Other School Staff (for sanctions other than dismissal) School’s Headteacher or a member of School’s Leadership Team appointed by the Headteacher School’s Headteacher Chair of School’s Governors or another non-staff Governor nominated by Chair, if the Headteacher is the Investigating Manager An appeal committee comprising three governors or Diocesan nominees as associate members
Other School Staff (where dismissal is a potential sanction) School’s Headteacher or a member of School’s Leadership Team appointed by the Headteacher Chair of School’s Governors or another non-staff Governor nominated by Chair (supported by a HR or Legal Adviser as appropriate) An appeal committee comprising three governors or Diocesan nominees as associate members
ordering any goods or services on our behalf from a supplier in which you or a relative have a personal interest (whether financial or not) without declaring that interest and without our permission; violence to any person; unlawfully restraining a pupil; abusive threatening or offensive language or behaviour to any person; unlawful discrimination or harassment; refusal to carry out a lawful and safe instruction; absence from work without leave or reasonable explanation; the contents of any live examination paper or assessment in advance to any pupil or parent ; concealing any actual or attempted cheating or malpractice by any or colleague; attending work or undertaking duties whilst under the influence of alcohol or unlawful drugs; alcohol or unlawful drugs onto our premises (save where alcohol is brought onto site for authorised refreshments); misuse of our ICT (including internet and access) to view or distribute obscene, pornographic, defamatory or otherwise unacceptable material; an audio or video recording of a conversation or meeting without the prior express consent of all those participating; supplying your personal contact details to a pupil without express authorisation from your Headteacher; interacting with a pupil online out of school hours other than through the Managed Learning Environment; making any sexual or romantic contact with any pupil whatever the age of the pupil; breaching the confidentiality or data protection obligations surrounding a pupil, parent or colleague; serious breach of health and safety procedures; serious negligence (whether or not leading to any actual loss); criminal activity during the course of employment; making a false malicious or vexatious allegation against us, a parent, pupil, colleague or governor; unlawfully subjecting a person who has raised a matter under of Public Interest Disclosure (Whistleblowing) policy to any detriment; making a public criticism of us or your colleagues, outside of our Public Interest Disclosure (Whistleblowing) policy; or any conduct incompatible with the precepts of or undermining the tenets of the Church of England. Voluntary demotion as an alternative to higher formal sanction There may be a situation where the Disciplinary Manager (after determining the facts at a disciplinary meeting) considers that a recent promotion or job change has been a contributory factor in your misconduct.