BTC Code of Conduct and Ethics Booklet V5.0 Page 23 of 33 Dec 2023 • failure to work in accordance with Health and Safety policies; • misuse of social media; • failure to report a potential safeguarding concern relating to a vulnerable child or adult; • persistent absenteeism including intermittent and unrelated absences; • Unauthorised absence from place of work without reasonable cause. 6 GROSS MISCONDUCT Examples of gross misconduct, which would usually lead to summary dismissal, include: • persistent refusal to carry out reasonable management instructions or insubordination; • abusive, aggressive, offensive or threatening behaviour towards other colleagues, staff, customers, parents or other third parties; • assault, physical violence and/or indecent behaviour towards other colleagues, staff, customers, parents or other third parties; • bullying and/or harassment of other colleagues, staff, customers, parents or other third parties; • theft or unauthorised possession of property belonging to BTC, other colleagues, staff, customers, or other third parties; • fraud, bribery (giving or receiving) or deliberate falsification of records or documents; • being arrested, charged, cautioned or convicted of a criminal offence (including theft or fraud) which BTC considers renders you unsuitable or unable to carry out your duties; • wilful or deliberate damage to property or possessions belonging to BTC, other col leagues, staff, customers, clients or other third parties; • acting in such a way as to bring BTC into disrepute; • unauthorised possession, copying, operation, utilisation, destruction or retention of BTC records (including computer records) or documents; • any acts of unlawful discrimination, taking into account the Equality Act 2010; • any act of deceit or dishonesty relating or connected to your employment or BTC business or affairs, including receiving personal benefits from those seeking to do business with BTC and wilful concealment of relevant facts/information; • failure to disclose relevant/accurate information for criminal record checking procedures; • divulging any confidential information belonging to BTC to any third parties without prior authority or consent or as part of the proper performance of duties (subject always to the Whistle-Blowing Policy); • serious breach of BTC’s equal opportunities or dignity at work policies; • being under the influence of alcohol or prescribed drugs, or dealing drugs, whilst in a working environment or with working contacts; • 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 should be told what their
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