Capability Templates



Summary of process & supporting documents (to be read in conjunction with fuller guidance contained in the procedure & guidance note)

|Summary of process |Grievance Procedure |

|Informal resolution : | |

|Employee meets with relevant manager informally and discusses his/her concerns, with a view to resolving informally. | |

|Where necessary, manager meets informally with the other party(ies), again with a view to resolving informally. | |

|Manager puts in writing outcomes of the informal meetings and any action / requirements discussed at the meeting. | |

|In the majority of cases, no further action will be required. | |

|Formal action – acknowledgement and meetings | |

|Where informal action does not work, or where the grievance is deemed to be too serious to be addressed informally, the complainant will : | |

|Put their grievance in writing setting out the details and, where possible, an indication of what he/she is trying to achieve as an acceptable outcome| |

| | |

|The relevant manager will: | |

|Acknowledge receipt of the grievance and invite the complainant to a meeting to discuss the grievance in more detail | |

|Write to the person/people against whom the grievance has been made, giving brief details about the grievance (it is not usually appropriate to share |G 1 – letter acknowledging receipt of formal grievance |

|the full details of the grievance at this stage) and invite the employee(s) to a separate meeting to discuss in more detail. If the grievance is |G2 – letter informing that a complaint has been made |

|against more than one person, each person will be invited to a separate meeting. |against an employee |

|Consider the need for ‘gardening leave’ for one, or more, of the parties |G3 – manager’s checklist informing employee of complain |

|Encourage the employee(s) to seek advice from their trade union and / or the school counsellor. |made against him/her |

| | |

|In particularly complex cases, the relevant manager should consider whether it would be appropriate to appoint an Investigating Officer to conduct an |G4 - letter about ‘gardening leave’ including FAQs |

|investigation into the complaint. This would not be the norm and should be discussed with HR. | |

|Investigation | |

|The relevant manager will investigate the complainant’s case (or identify and brief a suitable Investigating Officer to conduct the investigation) by:|G5 – checklist for Investigating Officer |

| |G6 – template for fact-finding meeting |

|Interviewing parties to the case. | |

|Collating and summarising his/her findings of the investigation in the form of a written report, and make recommendations for further action (or no | |

|further action). | |

|Where an Investigating Officer is being used, presenting the findings to the manger for consideration. | |

| | |

|Complainant and employee(s) against whom complaint is made have right to be represented by a trade union representative or work colleague. | |

|Employee responsible for making arrangements for representative to attend the investigation meeting. | |

|Communicating the outcome of the investigation to all parties | |

|Where an Investigating Officer has been used, the relevant manager will review the Investigating Officer’s report and recommendations. | |

|The relevant manager will: |G7 – template letter inviting to outcome meeting |

|meet with the complainant to relay the outcomes, including details of right of appeal |G8 –outcome letter |

|meet with person / people against whom the complaint was made to relay the outcomes | |

|put the outcomes in writing to the complainant, normally within five working days of the meeting, or as soon as practicably possible, including | |

|details of the right to appeal. | |

|Possible outcomes include: | |

|Not upheld, no further formal action, but consider how to ensure the parties continue to work together moving forward | |

|Upheld in part, consider any other informal / formal action required, e.g. training for one or more of the parties, or action under a separate | |

|procedure, e.g. disciplinary or capability, plus consider how to ensure the parties continue to work together moving forward | |

|Upheld in full (see examples of further action above) | |

|Appeal | |

|Heard by a different, usually more senior manager, or a panel of governors |The letter giving the outcome of the appeal will follow a |

|The chair of the appeal (or appeal panel as appropriate) will decide the outcome and notify the complainant in writing, normally within five working |similar format to G8, with appropriate amendment e.g. it |

|days of the appeal, or as soon as practicably possible. There is no further right of appeal |will not give a further right of appeal. |

Footnotes: In the main and for ease of use, the template letters referred to above assume sequential progress through each stage of the Grievance Procedure is required. The template letters can be adapted to suit particular circumstances of the case, with the support of HR as necessary

G1

Template letter for acknowledging receipt of grievance and next steps

Adapt as appropriate depending on whether an independent Investigating Officer is being used

School headed paper

PERSONAL AND CONFIDENTIAL

I am writing to acknowledge receipt of your grievance which I received on (date).

(I will be investigating / I am in the process of identifying an Investigating Officer to investigate) your grievance and (would therefore like to invite you to a meeting on (date), at (time) in (location), with me / will contact you again soon with the Investigating Officer’s details. The Investigating Officer will arrange a meeting with you in due course).

(I will be accompanied by (name) who will take notes / the Investigating Officer will be accompanied by a note taker, details of whom will be provided as part of arranging the meeting). This meeting is being conducted under the school’s Grievance Procedure, (a copy of which you have already received/is enclosed with this letter).

Initially, (I intend/the Investigating Officer intends) to interview/collect statements from the following individuals as part of the investigation:

•

•

• .

If there are any other potential witnesses or documents that you would like (me/the Investigating Officer) to consider as part of the investigation, please let (me/the Investigating Officer know), either at the meeting or in advance.

I would be grateful if you would contact (name), on (contact number), to confirm your attendance at this meeting, no later than (date). You have the right to be accompanied by either a work colleague (friend in 2002 procedure) or trade union representative at the meeting. I would be grateful if you would confirm whether you will be accompanied, and if so, by whom, no later than (date). Please be aware that it your responsibility to ensure that your companion is available.

I must instruct you (optional - to conduct yourself appropriately and) not to discuss this matter with anyone (including work colleagues, pupils, parents, governors or other parties in the community) other than where absolutely necessary and in the strictest confidence, for example, as part of the support provided by your trade union representative or immediate family. This requirement for confidentiality applies equally to communication through social networking sites or other electronic means.

Of course, if you have any questions or concerns regarding the above, please do not hesitate to contact me.

Yours sincerely

(insert name)

(insert job title)

G2

Template letter for informing grievance made against employee and next steps

School headed paper

PERSONAL AND CONFIDENTIAL

I am writing to inform you that I have received a formal grievance against you from (name) alleging that you (add brief description of grievance).

(I will be investigating / I am in the process of identifying an Investigating Officer to investigate) (name’s) grievance and (would therefore like to invite you to a meeting on (date), at (time) in (location), with me / will contact you again soon with the Investigating Officer’s details. The Investigating Officer will arrange a meeting with you in due course).

(I will be accompanied by (name) who will take notes / the Investigating Officer will be accompanied by a note taker, details of whom will be provided as part of arranging the meeting). This meeting is being conducted under the school’s Grievance Procedure, a copy of which I enclose with this letter.

Initially, (I intend/the Investigating Officer intends) to interview/collect statements from the following individuals as part of the investigation:

•

•

• .

If there are any other potential witnesses or documents that you would like (me/the Investigating Officer) to consider as part of the investigation, please let (me/the Investigating Officer know), either at the meeting or in advance.

I would be grateful if you could contact (name), on (contact number), to confirm your attendance at this meeting, no later than (date). You have the right to be accompanied by either a (work colleague (2014 procedure) / friend (2002 procedure only)) or trade union representative at the meeting. I would be grateful if you would confirm whether you will be accompanied, and if so, by whom, no later than (date). Please be aware that it your responsibility to ensure that your companion is available.

I must instruct you (optional - to conduct yourself appropriately and) not to discuss this matter with anyone (including work colleagues, pupils, parents, governors or other parties in the community) other than where absolutely necessary and in the strictest confidence, for example, as part of the support provided by your trade union representative or immediate family. This requirement for confidentiality applies equally to communication through social networking sites or other electronic means.

Of course, if you have any questions or concerns regarding the above, please do not hesitate to contact me.

Yours sincerely

(insert name)

(insert job title)

G3

Manager’s checklist for informing employee of complaint made against him/her and next steps including any ‘garden leave’ arrangements

|Name of employee: | |

|Name of manager: | |

|Date of meeting/call: | |

|Other parties present: | |

|Action |Tick when complete|Manager’s notes |

|Invite to meeting, explaining need to discuss serious matter, which will be explained at | | |

|meeting (see letter G2). | | |

|Arrange note-taker if necessary, or sign off annotated checklist | | |

|Explain allegation(s) or information received in brief. | | |

|Do not share the letter / other document setting out the complaint at this stage. | | |

|If relevant, explain view has been taken by school (does it need a senior manager’s / | | |

|governor’s sign off??) that a period of ‘garden leave’ is appropriate, to allow for a | | |

|full investigation into the details presented so far | | |

|Explain period of ‘garden leave’ will be on full pay and is a neutral act. It should not| | |

|be regarded as prejudging the matter and may be lifted at any time if investigation | | |

|suggests no longer appropriate | | |

|Explain arrangements for the investigation and appointment of an Investigating Officer | | |

|The investigation will include arranging meetings with both/all parties. If discussing | | |

|arrangements for the meeting at the ‘garden leave’ meeting, ensure it is explained that | | |

|this will be under the school’s grievance procedure and the right to be accompanied by a | | |

|work colleague (friend in 2002 procedure) or trade union representative. If the | | |

|individual is accompanied at the meeting by a trade union representative, it may be | | |

|helpful to check availability, in order that arrangements for the fact-finding meeting | | |

|can be made without delay. | | |

|Instruct not to enter school premises or discuss the matter with anyone (including work | | |

|colleagues, pupils, parents, governors or other parties in the community) other than | | |

|where absolutely necessary and in the strictest confidence, for example, as part of the | | |

|support provided by union representative or immediate family. Stress that requirement for| | |

|confidentiality applies equally to communication through social networking sites or other| | |

|electronic means. | | |

|Provide name of school contact who will keep informed of developments in school and may | | |

|be contacted if have any questions or concerns regarding the investigation process or any| | |

|subsequent proceedings. | | |

| | | |

|Advise to seek support of trade union or school’s employee assistance programme. | | |

| | | |

|Provide copy of school’s Grievance Procedure (if not already provided). | | |

|Ask if any questions regarding proposal for a period of ‘garden leave’ | | |

|Do not discuss allegation(s) or individual’s response to these further, as this needs to | | |

|be part of formal meeting as part of the investigation. | | |

|If appropriate, ask/make arrangements for the return of school keys, laptop, coursework | | |

|etc, for safekeeping or handover during the period of agreed absence. | | |

|Check support at home for when employee leaves school and consider whether there is a | | |

|need to make arrangements for employee to be escorted from the school premises/return | | |

|home safely. | | |

|Brief named school contact and Investigating Officer regarding their roles and | | |

|responsibilities for communicating with the employee during their absence. | | |

|Notes of meeting agreed by (name of manager): | |

|Signed: | |

|Date: | |

G4 ‘garden leave’ letter

School headed paper

PERSONAL AND CONFIDENTIAL

I am writing further to our (meeting today/on (date), at which you were accompanied by (name and role) or (our telephone discussion today/on (date)) regarding (the grievance that you have made against (name) / the allegations which have been made against you by (name). Specifically, that (name / you) (add brief description).

The purpose of this letter is to (confirm) or (advise you) that I am taking the precautionary step of agreeing a period of ‘garden leave’ for you, with effect from (today / add date), to allow for a full investigation into the details presented to me, under the school’s Grievance Procedure.

Range of options re investigation:

I will undertake the role of Investigating Officer and (will contact you regarding arrangements for the investigation shortly) or (ask that you attend a meeting with me, under the school’s Grievance Procedure, on (date), at (time), at (location). You have the right to be accompanied at this meeting by a colleague (friend in 2002 Grievance Procedure) or trade union representative.)

OR

(As you know) I am in the process of appointing an Investigating Officer and will confirm to you who this will be very shortly.

OR

I have asked (insert name and role) to act as Investigating Officer. (Insert name) will contact you regarding arrangements for the investigation very shortly.

Your period of ‘garden leave’ is not to be regarded as pre-judging the matter. If at any stage during or at the end of the investigation, or at any subsequent stage, it is considered that this period of ‘garden leave’ should cease, you will be informed immediately and your return to work will be planned with you.

During the period of your agreed absence, you will receive full pay for your normal working hours. You should not enter school premises or discuss these matters with anyone (including work colleagues, pupils, parents, governors or other parties in the community) other than where absolutely necessary and in the strictest confidence, for example, as part of the support provided by your union representative or immediate family. I must stress that the requirement for confidentiality regarding these matters applies equally to communication through social networking sites or other electronic means that you may use.

Should you need to visit the school or contact work colleagues, pupils or parents as part of your response to the investigations, you must in the first instance contact (name and role), who is your designated school contact. (Name) will keep you informed of developments in school and may be contacted if you have any questions or concerns regarding the investigation process or any subsequent proceedings. (The enclosed) or (You have already been provided with a) copy of the school’s Grievance Procedure (is) (,) for your reference.

I advise you to seek the support of any trade union of which you are a member. (You will be aware of the support also available through the school’s confidential employee assistance programme.) Should you have any procedural questions regarding your agreed absence/any subsequent procedures, which cannot be addressed by your school contact or trade union, please contact (name). As part of this letter, I am enclosing some Frequently Asked Questions regarding communication during your agreed absence, which I hope will be helpful.

If appropriate:

Finally, I will ask that (insert name) contacts you to make arrangements for the collection of your (school laptop/keys, coursework etc), for safekeeping or handover during the period of your ‘gardening leave’.

Yours sincerely,

(insert name)

(insert job title)

Frequently asked questions regarding communication during your agreed period of ‘garden leave’

Q1 What will pupils, parents or colleagues be told about my absence?

This depends on the role you have in school and the need for other individuals to be updated on your absence. Information will only be shared where absolutely necessary and it is likely that individuals will simply be advised that you are not at school at the moment and given details of the alternative arrangements in place. If you are particularly concerned about any message given by the school, please discuss this with your named school contact. In these circumstances, if appropriate, the school may consider agreeing a common form of words that can be used when responding to any enquiries regarding your absence.

Q2 I’ve been told I shouldn’t discuss matters with colleagues. Does this mean I can’t have any contact with them while I absent?

It is normally recommended that you do not have contact with work colleagues (other than your named school contact) during your absence, in order to ensure that the investigation process is not prejudiced in any way. However, it is accepted that you may ‘bump into’ members of the school community during your everyday activities, particularly if you live locally to the school, and that you may want to engage in everyday conversations. Any discussions in these circumstances should not include matters relating to your absence or on-going procedures.

Q3 I normally meet regularly with my work colleagues as part of my social activities outside of work. Does this mean I must stop seeing them?

Where your social network is heavily based around the school community and you are likely to suffer feelings of isolation if you do not maintain that contact, you would not be prevented from doing so. However, again, you must not discuss matters relating to your absence or any on-going procedures. Therefore, when considering whether or not it will be essential for you to maintain this contact during your absence, you should also recognise the natural anxieties you and your work colleagues may experience when required to maintain this level of confidentiality.

Q4 If this matter proceeds to a grievance meeting/hearing and I want to call a witness as part of my case, do I contact them, or will the school?

When you meet with the Investigating Officer, he/she will ask you if there is anyone you would like him/her to consider interviewing, in order to ensure that a balanced investigation is undertaken. Any key witnesses to the matters being considered are likely to have already provided evidence ahead of any decision to proceed to a formal grievance meeting/hearing. Their evidence will be included in the Investigating Officer’s report and, in exceptional circumstances, they may be called by the school to present evidence in person at the meeting/hearing.

However, if there are additional witnesses you wish to call, you will need to approach them directly to see if they would be willing to be interviewed as part of the investigation and, if necessary, attend a subsequent meeting/hearing on your behalf, unless they are employees at the school. In this instance, you should ask your named contact to make an approach on your behalf. If the individual is willing to attend as a witness for you, they will be asked to make contact with you in order to discuss the case with you further. (Such contact would normally only be agreed once the Investigating Officer has completed their investigation.)

Pupils will not be asked to attend an internal grievance meeting/hearing as witnesses. In exceptional circumstances, their evidence will be in the form of written statements or interview notes.

Q5 What about contacting character witnesses. Can they be part of the investigation and subsequent meeting/hearing?

The Investigating Officer (and those considering any case subsequently presented) will focus on evidence from individuals who directly witnessed the alleged incident/concerns/behaviours, or who had it reported to them or who have some first hand knowledge of connected events/concerns. Character witnesses will be unable to help the Investigating Officer, or any subsequent meeting/hearing, establish the facts of the case and whether or not the allegations are founded. As such, it would not normally be appropriate to call them as witnesses.

Q6 What can I expect from my named school contact?

Your named contact will do their best to keep you updated on developments in school during your absence, for example, forwarding newsletters or updating you on staff changes. However, if at any point during your absence you feel that you are receiving too much or too little information, please discuss this with your named contact in order that you can agree alternative arrangements.

As necessary, the Investigating Officer will advise you of next steps in their investigation and the likely timescales for completion. However, again, if at any point you have questions or concerns regarding the investigation process or any subsequent proceedings, please talk to your named school contact in order that the relevant person can respond.

G5

Checklist for Investigating Officer (whether internal or external)

|Issue |Notes |

|BEFORE ANY FACT-FINDING MEETINGS |

|Has the allegation/issue under investigation been clearly communicated to the employee (and can this be | |

|evidenced if disputed)? | |

|Check ‘garden leave’ letter or letter inviting to meeting | |

|Where a letter of complaint has been received, consider how much could/should be shared with the | |

|individual in advance of the fact-finding meeting | |

|Are all parties aware that my investigation is being conducted under the school’s Grievance Procedure | |

|(and can this be evidenced if disputed)? | |

|Check ‘gardening leave’ letter or letter inviting to fact-finding meeting. | |

|Have all individuals (including witnesses) been advised of their right to be accompanied at the meeting | |

|(and can this be evidenced if disputed)? | |

|Check ‘gardening leave’ letter or letter inviting to fact -finding meeting. | |

|Have I made plans to interview all possible parties/witnesses who may be able to provide evidence in | |

|relation to the allegation? | |

|The complainant should be interviewed first, plus any witnesses, ahead of the interview with the person | |

|against whom the complaint is being brought, in order that conflicting evidence can be explored further | |

|during the fact-finding meeting. | |

|Have I considered the likelihood of/opportunity for any collusion between witnesses, and timetabled | |

|interviews to mitigate against it? | |

|Are there policies, procedures or other documents that I need to refer to as part of my investigation? | |

|For example, appraisal records, previous management advice, staff handbook, induction/training records, | |

|minutes of school meetings, codes of conduct etc, which might clarify what could have been reasonably | |

|expected of the employee(s)? | |

|Have I asked the employee if there are any other witnesses/individuals or documents that they would like | |

|me to consider interviewing or reviewing as part of my investigation? | |

|This may be asked during the meeting with the individual. | |

|Will I need to arrange a note taker? | |

|Is the venue for the meeting suitably confidential/free from interruptions? | |

|AS PART OF THE FACT-FINDING INTERVIEWS |

|Did my introduction to the fact-finding meeting explain (and can I evidence this if disputed): | |

|An introduction to those present and their roles? | |

|That the meeting is being conducted under the school’s Grievance Procedure? | |

|The right to be accompanied? | |

|The purpose of the meeting/scope of the investigation? | |

|Confidentiality requirements? | |

|An explanation for witnesses that, if the matter proceeds to a meeting/ hearing, they may be asked to | |

|attend or to provide a statement and that minutes of today’s meeting may be made available to the | |

|employee concerned? | |

|Did I use appropriate questioning techniques? | |

|Starting with open, not leading, questions (who, what, when, where, how and why). For example: Talk me | |

|through your lesson on x date; what happened after that?; How did they respond?; What could you see from| |

|where you were standing? Who else was in the room?; Why did you do x? | |

|Funnelling down to closed questions to ensure specific responses on particular points, as necessary. For| |

|example: Did you attend the School Safe Training on x date?; To clarify, are you saying that you did not| |

|do x?; Did you complete an accident report form?; Did you report the matter to anyone else? | |

|Did my closing of the meeting include (and can I evidence this if disputed): | |

|An opportunity for any other relevant matters to be raised, for example, “Is there anything else that you| |

|would like to tell me that may be relevant to my investigation?” | |

|An offer for the employee to forward any further documentation they wish me to consider as part of my | |

|investigation? | |

|Next steps in the investigation process and likely timescales? | |

|Likely timescales for notes of the meeting being produced and arrangements for agreeing them? | |

|Any opportunity for any questions from the employee? | |

| | |

|WHEN COLLATING THE INVESTIGATION REPORT |

|Is it clear the date on which all fact-finding meetings took place or the date on which the statements | |

|were made? | |

|This is particularly important in establishing the sequence of events, particularly if there is | |

|conflicting evidence in the various interview notes/statements | |

|Has the accuracy of all minutes of fact-finding meeting and statements been confirmed by asking the | |

|individual to agree, sign and date them? | |

|Have I included clear documentary evidence in support of the statements made in my report, including | |

|copies of all interviews and statements? | |

|It is helpful to cross reference statements in the report with any documents in the appendices, quoting | |

|paragraph or question numbers as appropriate. | |

|Have I clearly explained: | |

|The circumstances leading up to my appointment as the Investigating Officer? | |

|The methodology for my investigation? (Who was interviewed, by whom and when; what other documentary | |

|evidence was reviewed) | |

|The information given to the employee(s) regarding the school’s Grievance Procedure and their rights | |

|within it? | |

|My key findings? (A summary of the evidence; the undisputed facts of the case; where there is | |

|conflicting evidence) | |

|My conclusions? (On the balance of probabilities, taking into account all of the evidence collated, what| |

|I believe to have happened) | |

|My recommendations regarding any further action? For example: | |

|Grievance upheld in full, with recommendations about any formal consequences for the person/people | |

|against whom the allegation was made | |

|Grievance upheld in part, again with recommendations for further action/consideration | |

|Grievance not upheld, with recommendations about any formal consequences for the person making the | |

|allegation (if appropriate), e.g. could this be considered to be a malicious complaint or does it appear | |

|to be unfounded? | |

|There appears to have been some negligence or misconduct, but it is evident inadequate training or | |

|support was provided -> further guidance is recommended without recourse to formal procedures | |

|Any broader recommendations in terms of policy or procedural review within the school or training or | |

|guidance for other staff? (The “lessons learned” from this particular incident or allegation(s)) | |

|The roles/responsibilities of all parties mentioned in the report? | |

|Are the sections, paragraphs, appendices and pages in my report clearly numbered, for ease of reference | |

|in any subsequent proceedings? | |

G6

Template for fact-finding meeting minutes

RECORD OF MEETING

|Purpose | |

|Date | |

|Venue | |

|Present | |

| | |

PLEASE NOTE THIS IS NOT A VERBATIM ACCOUNT OF THE MEETING

|Paragraph number |Initials of |Statement, question or response |

| |person who | |

| |spoke | |

|1. | | |

|2. | | |

|3. | | |

|4. | | |

|5. | | |

|6. | |Continue with additional lines as necessary… |

|7. | |Ensure final questions include: |

| | |Is there anything else that you would like to tell me that may be relevant to my investigation? |

I confirm that this is an accurate record of the meeting:

Signed: Dated:

G7

Template letter to invite parties to individual meetings to relay outcome of investigation

School headed paper

PERSONAL AND CONFIDENTIAL

I am writing to invite you to a meeting in relation to (your grievance / the grievance made against you by (name) on (date) at (time) in (location).

I have (completed my investigations / received and considered the findings of the Investigating Officer’s report) and need to explain the outcome to you.

I will be accompanied by (name) who will take notes.

I would be grateful if you could contact (name), on (contact number), to confirm your attendance at this meeting, no later than (date). You have the right to be accompanied by either a (work colleague (2014 procedure / friend (2002 procedure)) or trade union representative at the meeting. I would be grateful if you would confirm whether you will be accompanied, and if so, by whom, no later than (date). Please be aware that it your responsibility to ensure that your companion is available.

I must remind you that these matters remain confidential and you should not discuss them with anyone other than where absolutely necessary and in the strictest confidence, for example, as part of the support provided by your trade union representative or immediate family.

Of course, if you have any questions or concerns regarding the above, please do not hesitate to contact me.

After the meeting, I will write to you to confirm the outcome.

Yours sincerely

(insert name)

(insert job title)

G8

Template letter confirming outcome of grievance meeting

School headed paper

PERSONAL AND CONFIDENTIAL

As agreed, I am writing to confirm the outcome of the grievance meeting held on (date), at which I explained (the outcome of my/the investigations relating to (your grievance against (name) in which you alleged that (give brief details, sufficient to demonstrate that you have considered all aspects of the grievance) / (name’s) allegation against you that (give brief details, sufficient to demonstrate that you have considered all aspects of the grievance)

I have carefully considered the evidence and arguments presented by all parties. In particular, I noted:

• (Summary of points relevant to final decision)

•

•

On balance, I concluded that that (detail whether or not allegation was upheld).

Detail any further action that you will take, as appropriate, e.g., the support you / another manager are offering to help mend the relationship between the complainant and the person / people complained about / any training to be offered to one / both parties etc

In the letter to the person against whom the allegation was made (if appropriate)

Given the seriousness of the allegations against you, I am recommending to (name) that further action under the school’s Disciplinary Procedure be considered. You will be contacted further in due course.

In the complainant’s letter only

You were also advised of your right of appeal against my decision. As discussed, notice of any intention to appeal should be made in writing, within ten working days of the date of this letter.

In all letters

If you have any questions regarding the above, please do not hesitate to contact me.

Yours sincerely

(insert name)

(insert job title)

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