[CFS PLAYBOOK] DISCIPLINARY
EMPLOYMENT
[CFS POLICY] DISCIPLINARY
1.0 POLICY STATEMENT
Compass Forest School commands high standards of conduct from Crew to create a safe, resilient and trusted Alternative Provision with clear actions whenever standards are not met. To achieve this, Crew:
Understand clearly what conduct standards are expected, benefiting from direct day-to day feedback and a clear distinction between informal coaching and formal disciplinary action.
Experience a fair, transparent, and ACAS-aligned process, where allegations are investigated thoroughly and impartially before any decisions are made, and every individual has a genuine opportunity to respond.
Are supported and protected by statutory rights, including the right to representation, reasonable adjustments for personal or neurodivergent needs, an independent appeal rights, and immediate safeguards for whistleblowing and child safety concerns.
1.1 DEFINITION OF TERMS
The below table sets out a number of terms and definitions used within this document and connected documents:
Misconduct; Conduct falling below the standard Compass reasonably expects.
Gross Misconduct; Misconduct serious enough to justify dismissal without notice,.
LADO; Local Authority Designated Officer who is the statutory contact for allegations against anyone who works with children.
Crew ; All those working for or on behalf of the school, full or part time, temporary or permanent, in either a paid or voluntary capacity
1.2 LEGAL FRAMEWORK AND STATUTORY GUIDANCE
Compass Forest School Playbooks are informed by statutory guidance, legislation and government standards that ensure the safe and effective delivery of Alternative Provision. Each Playbook interprets and applies these documents in ways specific to its area of practice.
Employment And Disciplinary Law
ACAS Code of Practice on Disciplinary and Grievance Procedures – The core standard of fairness this Playbook is built around.
Employment Rights Act 1996 – Including the right not to be unfairly dismissed.
Employment Relations Act 1999 – The statutory right to be accompanied at a disciplinary or grievance hearing.
Equality Act 2010 – Ensures no disciplinary decision is influenced, directly or indirectly, by a protected characteristic.
Safeguarding And Child Welfare
Working Together to Safeguard Children (2026) – Governs how allegations against anyone working with children must be handled, and the role of the LADO.
Keeping Children Safe in Education (KCSIE 2026) – Cross-referenced wherever a disciplinary matter touches a child's safety.
Safeguarding Vulnerable Groups Act 2006 – The duty to refer a Crew member to the Disclosure and Barring Service where they are dismissed, or would have been dismissed, for harming a child, or where they otherwise pose an ongoing risk.
Rehabilitation of Offenders Act 1974 – Governs employment eligibility and the filtering of people with convictions.
Compliance And Governance
School Staffing (England) Regulations 2009 – Safer recruitment and Single Central Record (SCR) duties, which disciplinary outcomes involving safeguarding must be reflected in.
UK GDPR and Data Protection Act 2018 – Governs how disciplinary records are kept, and for how long.
1.3 DATA PROTECTION
Compass Forest School processes personal data in compliance with the UK General Data Protection Regulation (UK GDPR), the Data Protection Act 2018 and related legislation. Personal information is collected, stored, used and shared lawfully, securely and proportionately, in accordance with statutory guidance and Data Protection Playbook.
Crew are responsible for ensuring that personal data is handled accurately, confidentially and on a need-to-know basis. Safeguarding and public interest considerations may override confidentiality where this is lawful, necessary and proportionate.
1.4 DISCLOSURE OF INFORMATION
Any use or disclosure of information held by Compass Forest School must have a clear and lawful basis. Unauthorised or unlawful disclosure of personal data may constitute a criminal offence under the Data Protection Act 2018.
All Crew must understand their responsibilities in relation to confidentiality, lawful information sharing and subject access rights under UK GDPR. Information will be shared without consent where there is a lawful basis to do so.
The Data Protection Act 2018 and UK GDPR are not barriers to sharing information where there is a concern that a child may be at risk of significant harm. Where there is uncertainty about whether information should be shared, advice must be sought from a senior leader or Designated Safeguarding Lead before disclosure.
1.5 STATEMENT OF EQUALITY
Compass Forest School is committed to equality, diversity and inclusion in accordance with the Equality Act 2010. Discrimination, harassment and victimisation are not tolerated. Many children attending Compass Forest School experience additional vulnerabilities or barriers to participation, safety or wellbeing.
These may include special educational needs or disabilities, experiences of discrimination, family or environmental adversity, risk of exploitation or abuse, being looked after or previously looked after, or instability in education or care arrangements.
Crew proactively identify and reduce inequality by making reasonable adjustments, adapting practice and ensuring that decisions are fair, proportionate and responsive to individual need. All children and Crew are treated with dignity and respect and are supported to feel safe, valued and heard.
[CFS PROCESSES] DISCIPLINARY
2.0 PROCESSES STATEMENT
Compass Forest School's disciplinary practice is built around the fairness principles set out in the ACAS Code of Practice: investigate before deciding, separate the person who investigates from the person who decides, give every Crew member a genuine chance to respond, and always allow a right of appeal.
Discipline exists to give Crew a fair chance to put things right where that's possible, and to protect children, Crew and the Company where it isn't. It is not a ladder to climb for its own sake. Strategic oversight of this Playbook sits with the Owner, working alongside the Designated Safeguarding Lead wherever a matter touches a child's safety.
Compass Forest School identifies nine core Processes that support Crew in meeting policy aims and statutory responsibilities surrounding Discipline. These are: Defined Roles And Responsibilities, Defined Roles and Responsibilities, Informal Resolution, Investigation, Suspension, Formal Disciplinary Meeting, The Right to be Accompanied, Outcomes and Sanctions, Appeals and Allegations Involving Child Safety.
Each process is underpinned by clear procedures that provide practical guidance and ensure a consistent, proportionate and effective approach to Discipline.
2.1 DEFINED ROLES AND RESPONSIBILITIES
Clear roles and responsibilities help Crew act quickly, confidently and consistently when everyone understands what they must do and who to pass concerns to. Issues are then identified earlier, decisions are made properly, actions are recorded accurately and effective oversight is maintained at every level of the company.
Defined responsibilities sit with the owner, relevant senior leaders, the Designated Safeguarding Lead (DSL) and all Crew. While some roles carry additional authority and accountability, responsibility is shared. No concern is ever “someone else’s job”. No child or adult should be left at risk because someone assumed another person would act.
Everyone has a duty to speak up, pass on concerns and challenge unsafe practice, poor judgement or wrongdoing in a professional and respectful way. This shared responsibility is critical to identifying risks early and preventing harm wherever reasonably practicable. Within an Alternative Provision context, Compass Forest School places strong emphasis on prevention.
Crew Leaders support Crew to develop the skills, confidence and understanding needed to stay safe and thrive. This is reinforced through clear Playbooks, training, consistent day-to-day practice and oversight by the Designated Safeguard Lead and Deputy. Arrangements are reviewed regularly and updated in line with statutory guidance to ensure practice remains current and effective.
2.2 INFORMAL RESOLUTION
Most minor conduct issues are best resolved through direct, constructive conversation. Crew Leaders are expected to address concerns promptly as part of routine management. Regular performance feedback is a normal operational practice and does not constitute a disciplinary step. Where working relationships have strained, Compass considers mediation before initiating formal procedures.
When an informal approach fails or misconduct is too serious for informal feedback, the Crew Leader informs the Crew member directly that the matter is escalating to the formal process and involves the Owner. A Crew member is never left guessing whether a conversation is formal or informal.
2.3 INVESTIGATION
Before any formal meeting is convened, Compass conducts a proportionate, prompt investigation without unreasonable delay, normally completed within 10 working days, unless complexity or LADO involvement requires an extension. The Owner appoints an Investigating Officer with no direct connection to the matter.
If a conflict of interest arises, independent external HR or employment law support is instructed. The investigation establishes facts fairly rather than building a case. Evidence that supports the Crew member is recorded and disclosed on the exact same basis as supporting allegations. Evidence gathered may include written witness statements, digital communications and/or attendance records
If a Crew member raises a grievance during a disciplinary process Compass evaluates whether to pause the disciplinary process, run both concurrently, or combine them. A Crew member will never be penalised for making a protected whistleblowing disclosure or raising a genuine safeguarding concern.
Upon completion of the investigation, the Crew member will receive written notification of the outcome. This will confirm whether the matter requires no further action, will be addressed through informal resolution, or will proceed to a formal disciplinary meeting.
2.4 SUSPENSION
Suspension is a temporary, neutral management act. It is not a disciplinary sanction and carries no presumption of guilt. Before suspending anyone, Compass evaluates practical alternatives, including temporary re-allocation of duties, adjusting working hours, or shifting physical site location away from specific colleagues or children.
Where no practical alternative exists, the Crew member is suspended on full basic pay. Suspensions are kept as brief as possible, reviewed at least every two weeks in writing, and managed alongside the LADO whenever child safety is involved.
2.5 FORMAL DISCIPLINARY MEETING
Once an investigation concludes that a formal case exists, Compass issues at least five working days' written notice of the formal disciplinary meeting. This notification includes:
Detailed written allegations and supporting evidence.
Confirmation of the meeting time, location, Chair (Decision Maker), and Investigating Officer.
Notice of potential outcomes, up to and including dismissal where applicable.
Notification of the right to be accompanied.
The meeting is chaired by an independent Decision Maker. The Investigating Officer presents findings, after which the Crew member presents their response, evidence, and witnesses. The meeting may be adjourned to review new information. Decisions are never made during the meeting itself. Written outcomes detailing full reasoning are provided shortly afterward.
In accordance with the Equality Act 2010, Compass adapts procedures for Crew members with disabilities, neurodivergence, or specific communication needs (e.g., extended preparation timelines, advance written questions, or additional meeting breaks).
2.6 THE RIGHT TO BE ACCOMPANIED
A Crew member has the statutory right to be accompanied at any formal disciplinary or appeal meeting by either a workplace colleague or a certified Trade Union representative. The companion may present the Crew member’s case, sum up arguments, and confer privately with the employee, but cannot answer direct questions on the employee’s behalf.
If the chosen companion is unavailable, Compass postpones the hearing to a reasonable alternative date proposed by the employee, normally within five working days.
2.7 OUTCOMES AND SANCTIONS
Where misconduct is proven, Compass applies a fair, progressive warning structure;
Verbal Warning: Issued for minor first offenses; remains active on file for 6 months.
First Written Warning: Issued for more serious misconduct or repeated minor issues; remains active for 12 months.
Final Written Warning: Issued for serious misconduct or continued non-improvement; remains active for 12 months and explicitly warns that further misconduct may result in dismissal.
Dismissal: Applied for gross misconduct or failure to improve following a final written warning.
Expired warnings are disregarded for future disciplinary decisions. Stages may be escalated or repeated depending on severity, with written justification provided.
In deciding the right outcome the Decision Maker takes into account prior record, mitigating factors, service length, and whether the act was deliberate, a pattern or an error:
Gross Misconduct reflects severe actions, justifying summary dismissal without notice or pay in lieu of notice following formal investigation. Contextualized examples at Compass Forest School include:
Serious breaches of safeguarding policy or physical safety duties.
Unauthorised physical intervention or restraint of a child.
Leaving children unsupervised in high-risk outdoor settings.
Failure to report a known child protection concern.
Being under the influence of drugs or alcohol while responsible for children.
Theft, fraud, acts of violence, or gross record falsification.
Severe harassment, discrimination, or gross breaches of trust.
2.8 APPEALS
A Crew member may appeal any formal disciplinary outcome by submitting written grounds to the Owner within five working days of receiving the decision. Appeals are heard by an independent Appeal Officer who was not involved in earlier stages. The Crew member retains the right to be accompanied. The Appeal Officer may uphold, reduce, overturn, or substitute the sanction. Sanctions are never increased on appeal.
Written appeal decisions are final within Compass's internal governance. During probationary periods, employment may be terminated without executing every formal warning stage. However, formal investigations apply for alleged gross misconduct. No dismissal will ever occur for reasons relating to protected characteristics, whistleblowing, health and safety duties or statutory leave rights.
2.9 ALLEGATIONS INVOLVING CHILD SAFETY
Where conduct involves the safety or wellbeing of a child, this Playbook operates strictly alongside Compass’s Safeguarding & Child Protection Playbook and statutory KCSIE guidance:
LADO Referrals: The DSL and Owner immediately consult the Local Authority Designated Officer (LADO) before initiating internal employer investigations. Internal investigations may be paused if requested by the LADO or police.
DBS Referrals: If a Crew member is dismissed (or would have been dismissed had they not resigned) due to harming a child or posing a risk of harm, Compass has a mandatory legal duty under the Safeguarding Vulnerable Groups Act 2006 to submit a referral to the Disclosure and Barring Service (DBS).
Confidentiality And Data Protection: Information is restricted strictly to those directly managing the process or fulfilling statutory reporting obligations. Records are handled securely in compliance with UK GDPR and the Data Protection Act 2018.
2.10 RECORD KEEPING
High-quality record keeping underpins safeguarding, accountability and continuous improvement across Compass Forest School. Crew maintain accurate, timely and secure records of concerns, incidents, accidents, decisions and actions to ensure risks are identified, managed and reviewed effectively.
Records are factual, clearly dated, and attributable, written in professional, objective language. They distinguish facts, professional judgement, and actions taken, avoiding assumptions, emotive language, or unsubstantiated conclusions. All relevant matters are recorded without delay on Compass Forest School’s secure 'Connecteam' system under Crew's private personnel file.
Records may support the identification of patterns, trends or emerging risks to inform learning, oversight and proactive planning. Crew are expected to seek guidance from the relevant Designated Lead if unsure whether to record an issue. Records are stored and managed in line with UK GDPR, the Data Protection Act 2018, and other applicable legislation.
Access is restricted to those with a legitimate professional role and information is shared strictly on a need-to-know basis. Records are retained in accordance to statutory requirements and recognised best practice. They are reviewed regularly to support transparency, learning, accountability and the continuous improvement. Crew are accountable for maintaining records that reflect the highest professional standards.
2.12 WHISTLEBLOWING
Compass Forest School creates a culture where concerns can be raised openly, honestly and in good faith, without fear of reprisal or victimisation. Crew have a professional duty to report concerns about the conduct, behaviour or practice of colleagues or the organisation where children, Crew or others may be at risk.
Safeguarding concerns must be reported immediately to the Designated Safeguarding Lead (DSL) or Deputy DSL. If the concern relates to the DSL, it must be raised via the independent whistleblowing service, SafeCall (0800 915 1571). Crew must never investigate concerns themselves or delay reporting. Failing to report, regardless of personal relationships or perceived seriousness, may be regarded as condoning unsafe practice.
Where appropriate, concerns should be documented factually before or during reporting. All reports are treated seriously, confidentially and investigated promptly. Whistleblowing is a vital safeguarding mechanism and forms part of Compass Forest School’s commitment to transparency, accountability, and child-centred practice.
2.13 MONITORING ARRANGEMENTS
This Playbook is reviewed at least annually by the Owner and Designated Safeguarding Lead to ensure it remains effective, compliant and aligned with best practice and statutory guidance. Reviews also consider feedback from Crew, families and Client schools. Playbooks are updated immediately in response to changes in legislation or guidance. Monitoring ensures the Playbook continues to support safe, personalised, and effective provision for all learners.
2.14 LINKS TO OTHER PLAYBOOKS OF RELEVANCE
Compass Forest Schools Learning Playbook links to the following Playbooks :
Crew Handbook
Crew Code Of Conduct
Grievance
Health And Safety
Safeguarding
Complaints
Address
Tandle Hill Country Park
Royton, OL2 5UX
Contacts
07890865745
discover@compassforestschool.co.uk
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