Volunteer Disciplinary policy

Introduction

The Sunnybank Trust supports people with learning disabilities to say what they want and live the life they choose.

Our volunteers are important to us. Through our volunteers and paid staff, we provide advocacy, social opportunities and a transition service for young adults starting out in their adult lives. We are committed to ensure that all volunteers are treated equally and fairly.

This policy therefore is to ensure consistent and fair treatment for all in the organisation.

2. The steps taken where disciplinary action is deemed appropriate for a volunteer:

Informal action will be considered, where appropriate, to resolve problems.

No further disciplinary action will be taken against a volunteer until the case has been fully investigated.
The volunteer will be advised of the nature of the complaint against him or her and will be given the opportunity to state his or her case before any further action is taken.
Where necessary, the volunteer will be provided, where appropriate, with written copies of evidence and relevant witness statements in advance of a disciplinary meeting.
At all stages the volunteer will have the right to be accompanied by a representative or colleague.
The volunteer may be required to cease their voluntary activities with the Sunnybank Trust if their alleged misconduct warrants this.

3. Procedure

The warning will also inform the volunteer that a final written warning may be considered if there is no sustained satisfactory improvement or change.

A record of the warning will be kept, but it will be disregarded for disciplinary purposes after a specified period (eg six months).

4. Final written warning

If the offence is sufficiently serious, or if there is further misconduct or a failure to improve performance during the currency of a prior warning, a final written warning may be given to the volunteer.

This will:

give details of the complaint
give details of the improvement required and the timescale
warn that failure to improve may lead to dismissal (or some other action short of dismissal)
will refer to the right of appeal.

A copy of this written warning will be kept on file but will be disregarded for disciplinary purposes after 12 months, subject to achieving and sustaining satisfactory conduct or performance.

5. Dismissal or other sanction

If there is still further misconduct or failure to improve performance, the final step in the procedure may be dismissal.

Dismissal decisions can only be taken by the CEO.

The following list provides some examples of offences which are normally regarded as gross misconduct.:

Theft or fraud

Physical violence or bullying
Deliberate and serious damage to property
Serious misuse of an organisation’s property or name
Deliberately accessing internet sites containing pornographic, offensive or obscene material
Serious insubordination

Unlawful discrimination
Harassment
Bringing the organisation into serious disrepute
Serious incapability at work brought on by alcohol or illegal drugs
Causing loss, damage or injury through serious negligence

A serious breach of health and safety rules
A serious breach of confidence

If you are accused of an act of gross misconduct, you may be suspended from work on full pay, normally for no more than five working days, while the alleged offence is investigated. If, on completion of the investigation and the full disciplinary procedure, the organisation is satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or payment in lieu of notice.

6. Appeals

A volunteer who wishes to appeal against a disciplinary decision must do so within five working days. The CEO and Chair will hear all appeals and their decision is final.

At the appeal any disciplinary penalty imposed will be reviewed.