BTC Code of Conduct and Ethics Booklet V5.0 Page 29 of 33 Dec 2023 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 • that new information regarding disciplinary action has arisen 19.2 Appeals will be heard by the CEO, HMO or a senior manager not involved in the original disciplinary hearing. HR advice may be sought. The appeal will generally be held within 5 working days of receipt of the appeal later. 19.3 The appeal hearing officer will consider whether the original decision was a reasonable response given the circumstances of the case. An appeal may overturn the sanction or apply a lesser sanction. An appeal will not usually impose a more severe penalty. 19.4 The outcome of the appeal must be confirmed in writing ideally within 5 working days of the appeal hearing. If a decision to dismiss has been overturned, the instructor/employee will be reinstated with no break in service. The instructor/employee will be informed that there is no further right of appeal.
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