BTC Code of Conduct and Ethics Booklet V7.0 Page 30 of 38 Oct 2025 12 PROCEDURE FOR FORMAL INVESTIGATIONS 12.1 In most cases the line manager or instructor of the instructor / employee / licence holder against whom the allegation/s have been made will be responsible for arranging an investigation, or carrying out an investigation where they can do so objectively. An investigation will be required to establish whether or not there is a case for the instructor / employee / licence holder to answer at a formal disciplinary hearing. The investigation should be conducted without unnecessary delay. However, the nature, scale and duration of any disciplinary investigation will depend on the seriousness and complexity of the allegations being investigated and the availability of relevant parties. The person being investigated must be kept informed of the progress of the investigation and the reason for any delays. 12.2 Investigations relating to safeguarding allegations must be made with reference to Safeguarding Policies. 13 PURPOSE OF INVESTIGATION • All the relevant facts should be gathered promptly as soon as is practicable after the incident. Statements should be taken from witnesses at the earliest opportunity. Any physical evidence should be preserved and/or photographed if reasonable to do so • Seek the individual’s initial response to the allegation • If feedback is required from other relevant parties, this will be handled in a sensitive and appropriate way • Form a view as to whether there is a case to answer at a formal disciplinary hearing 13.1 The instructor / employee / licence holder suspected of misconduct will be required to attend an investigatory interview. The instructor / employee / licence holder must endeavour to attend any investigatory interviews and co-operate with the investigation. Although, not formally entitled to be accompanied at this meeting by a union representative, work colleague or agreed advocate, BTC may in some cases allow this as long as it does not delay procedures in any way. It is the responsibility of the instructor/employee to make any necessary arrangements BTC reserves the right not to hold an investigation meeting and to proceed directly to a formal disciplinary meeting depending on the circumstances. If this is the case, then the instructor / employee / licence holder should be given details of the allegations made against them before the disciplinary meeting. 13.2 The instructor / employee / licence holder should make the investigation officer aware of anyone they feel should be contacted as part of the investigation. The instructor / employee / licence holder should not try to carry out their own investigation e.g. by personally getting statements from BTC from other employees, students or parents/carers. 13.3 The Investigating Officer must make an evidence-based recommendation to the person who will chair any potential disciplinary hearing to help them decide whether to organise a hearing. The remit and format of the investigation will depend on the circumstances of each case but will always be governed by the principles of reasonableness and proportionality.
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