1. SCOPE

2. DEFINITION

3. OBJECTIVE

4. PRINCIPLES

5. STANDARDS

6. MINUTES AND RECORDS

7. HEARINGS AND APPEALS

8. CONFIDENTIALITY

1. SCOPE

1.1 The Disciplinary Policy and Procedure will apply to all Officials/Volunteers ( hereafter referred to as O/V ) of Youngstars Academy

2.1 Circumstances that may lead to an O/V being subject to the disciplinary procedure are willful or negligent breaches of discipline/acts of misconduct, which are considered sufficiently serious to invoke procedures.

2.2 Such breaches may be single events (which may or may not amount to gross misconduct), or persistent minor breaches.

2.3 It is impossible to prescribe a common set of disciplinary standards covering all aspects but the following examples may, depending on the circumstances, be considered as gross misconduct, and may therefore result in permanent expulsion from the Academy. This list is neither exclusive nor exhaustive.

• Violence or the threat of violence.

• Harassment and bullying.

• Theft of Youngstars Academy or another person's property

• Deliberate falsification of any document.

• Criminal activity

• Improper practice in breach of the Academy's / SOUTH EAST REGION YFA/ SYFA Code of Conduct

• Discrimination against another person on the grounds of race, ethnic origin, colour, nationality, sex, sexual orientation, marital status, age or disability.

• Undertaking Youngstars Academy duties whilst adversely affected by drink or non prescribed drugs.

• Behaviour liable to bring the Academy into disrepute.

2.4 Gross misconduct is misconduct serious enough to destroy the relationship between the O/V and the academy and to make trust and future harmonious relationship impossible.

3.1 The objective of this policy is to ensure that an O/V acts in accordance with the standards of conduct required by Youngstars Academy. Its primary purpose is to help O/V to improve / adapt behaviour rather than just to provide a means of imposing punishment.

4.1 At all stages of the procedure account will be taken of the need to satisfy the tests of reasonableness and natural justice.

4.2 O/V will be informed of the complaint against them and will be given an opportunity to state their case before a decision is reached.

4.3 O/V will have the right to be accompanied at disciplinary and appeal hearings by a person of their choice and to call their own witnesses.

4.4 No disciplinary action will be taken against an O/V until the facts of the case have been established and consideration has been given to the reasonableness of the proposed action in all the circumstances.

4.5 No O/V will be expelled for a first disciplinary offence unless it is considered a case of gross misconduct.

4.6 O/V will be given a written explanation for any disciplinary action taken and informed of the improvements that are required of them.

4.7 There will be a right of appeal.

4.8 Issues will be dealt with thoroughly and as promptly as possible.

4.9 Proceedings, witness statements and records will be kept confidential and in accordance with the requirements of the Data Protection Act 1998.

5.1 Committee’s responsibilities:-

5.1.1 The monitoring of O/V forms part of the ongoing management process and does not form part of the formal procedure. Except in the case of potential gross misconduct, where there are shortcomings in an O/V overall conduct the O/V should be made aware of the standards that are required and possible remedies should be considered before any formal steps become necessary.

5.1.2 The responsibility for the application of this procedure lies with the Committee who will have the authority to impose any of the sanctions laid down in the procedure.

5.2 O/V responsibilities:-

5.2.1 O/V should fully understand the standards of conduct and performance expected of them in their role and to seek to fulfill those expectations. They should seek clarification if in any doubt as to the standards expected.

6.1 Copies of meeting records will be given to the O/V, including copies of any formal minutes that may have been taken. All relevant paperwork will be retained by the Academy Secretary.

7.1 If the O/V fails to attend an agreed hearing without good reason, a decision may be taken in the O/V absence.

7.2 Sufficient time will be given to enable the O/V to prepare their response to the allegations. The hearing will be a minimum of 10 days after they have been notified of the date of the hearing and the details of the case

7.3 In the case of appeals where the evidence has already been presented there will be a minimum of 10 days between the written notification of the date and the date of the hearing.

8.1 All parties have a responsibility to deal with disciplinary issues in a sensitive and confidential manner.

8.2 Information shared as part of the disciplinary process is confidential and must not be used or published for any other purpose. Failure by the O/V or Executive Committee to observe this requirement could, of itself, lead to disciplinary action.