BTC Code of Conduct and Ethics Booklet V7.0 Page 33 of 38 Oct 2025 • The instructor / employee / licence holder, their representative and the Hearing Officer will have the opportunity to ask questions of clarification of the Investigating Officer and any witnesses called • The instructor / employee / licence holder will outline their case and call any witnesses; or refer to witness statements; and direct the Hearing Officer’s attention to any documents • The Investigating Officer and the Hearing Officer will have the opportunity to ask questions of clarification of the instructor / employee / licence holder and any witnesses called by them • The Investigating Officer and the instructor / employee / licence holder will sum up their respective cases. If at any point during the Hearing new evidence is introduced, the Hearing Officer will consider whether and how to consider this and an adjournment may be called to enable this information to be considered. However, there must be a genuine reason for the late submission of any new information. • The hearing will adjourn for the Hearing Officer to consider the evidence from all parties and determine what level of discipline sanction, if any, is appropriate. 18 CONFIRMATION OF THE OUTCOME OF THE DISCIPLINARY HEARING 18.1 The Hearing Officer may decide to inform the instructor / employee / licence holder and their representative of the outcome of the hearing verbally. However, this is not always possible. In any case, the instructor / employee / licence holder must always be notified of the outcome of the disciplinary hearing in writing. Written notification will normally be within 5 working days of the date of the hearing and will include: • The reasons for upholding or not upholding any allegation of misconduct • The details of any disciplinary warning including the level and length of the warning • The consequence of further offences of a similar or different nature • Any specific requirements for future conduct • Any specific requirements in terms of training to be undertaken • Any specific monitoring and support and by whom • If the disciplinary sanction is dismissal, the reason and whether it is with or without notice • The right of appeal, giving the name of the person to whom the appeal should be addressed. 18.2 If the written notification is confirming dismissal, the dismissal is effective from the date the employee receives written confirmation of the decision. 19 RIGHT OF APPEAL 19.1 An appeal must be made in writing to the CEO within 10 working days of receipt of the written confirmation of disciplinary action and must detail the grounds of appeal the basis of an appeal should normally relate to one of the following areas: • That BTC’s procedure had not been followed correctly • That the resulting disciplinary action was inappropriate • That the need for disciplinary action was not warranted
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