BTC Code of Conduct and Ethics Booklet V7.0 Page 28 of 38 Oct 2025 • endangering the health or safety of others; • negligence in the performance of work duties; • indecent behaviour; • internet, email or social media abuse; • not having eligibility to work in the UK and wilfully concealing this. 7 INFORMAL PROCESS 7.1 It is expected that most minor one-off conduct issues will be dealt with informally. It is usually the case that the right word, in the right way, at the right time will resolve minor conduct issues quickly and effectively. The instructor / employee / licence holder should be told what their shortcomings are, what is expected and the consequences of not addressing these conduct issues. A verbal warning should be issued and note of the discussion should be kept on file. 7.2 Where informal action fails to bring about the necessary improvement or the issues are more serious, then the formal stages of this policy will be followed. 8 FORMAL PROCESS 8.1 The formal stages of the Disciplinary procedure are based upon a graduated system of warnings with more serious sanctions being applied where poor conduct is repeated. The stages are listed below. The seriousness of the offence may result in stages in the process being missed out. An instructor / employee / licence holder will not usually be dismissed for a first breach of discipline. However, in cases of serious or gross misconduct an instructor / employee / licence holder may be dismissed without having had any prior formal warnings. 8.2 When deciding whether a disciplinary sanction is appropriate and what form it should take the following factors will be taken into account: the disciplinary and general work/activity record of the instructor / employee / licence holder, their length of service/participation, the explanation given by the instructor / employee / licence holder (including mitigating circumstances), actions taken in any previous similar case and whether the intended disciplinary action is reasonable in the specific circumstances of the case. Actions which may be taken include: • First Written Warning The warning will normally be current for 12 months and may be taken into consideration in any future disciplinary action. This would generally be for first offence of misconduct. • Final Written Warning The warning will normally be current for 18 months and may be taken into consideration in any future disciplinary action. • Dismissal This would be for the recurrence or accumulation of offence/offences or for gross misconduct. 8.3 The length of warning may be amended depending on the circumstances. No warning should be issued without an investigation and a hearing. Formal warnings should state
RkJQdWJsaXNoZXIy NDkxNjM=