BTC Code of Conduct and Ethics Booklet V5.0 Page 25 of 33 Dec 2023 10.2 There may be circumstances where it is necessary for disciplinary records to be kept for an extended period for example in cases which involve abuse of children or vulnerable adults or serious harassment. 11 SUSPENSION 11.1 There may be instances where suspension from work with pay (employees) is necessary while an investigation is carried out e.g., In cases of alleged gross misconduct, or to allow time for a 'cooling down period' for both parties, for their own or others protection, to prevent them influencing or being influenced by others or to prevent possible interference with evidence other options must always be considered e.g. a move to other work or another work location. 11.2 Suspension will be for as short a period possible and will only be implemented after careful consideration and kept under review. Suspension does not represent disciplinary action and does not involve any prejudgement or assumption of guilt. 11.3 HMO’s, BTC senior managers and the BTC Board have the authority to suspend an instructor/employee and this will normally be done face to face but may be by phone given the circumstances of the case. 11.4 An instructor/employee suspended from duty will: • receive written confirmation within three days of the suspension • be told the reason for the suspension • notified of the date and time from which the suspension will operate and the anticipated timescale of the ongoing investigation • informed of the arrangements that will be put in place for keeping in touch with the suspended person and there will be clear instructions about what is required of the suspended person e.g. no contact with work colleagues or attendance at work premises unless by prior arrangement and full co-operation with the investigation process 12 PROCEDURE FOR FORMAL INVESTIGATIONS 12.1 In most cases the line manager of the instructor/employee 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 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.
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