Bradford Grammar School
Industrial Relations Policy
This policy applies to the whole school. Issued 1 March 2015
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Policy Statement
1.1
Bradford Grammar School (the "School") provides a working environment where
employees are required to treat each other with respect and dignity, where no-one
feels threatened or intimidated, and seeks to discourage the harbouring of grievances.
Having responsibility for ensuring that the School's pupils have the best educational
opportunities available, the School will endeavour to ensure that its employees perform
the duties required of them under their terms and conditions of employment to a
professionally high standard.
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Aim
2.1
In order to sustain a harmonious working environment, the School encourages
employees to achieve and maintain the School's standards of discipline/conduct and
attempts to ensure consistently fair treatment for all employees.
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Objectives
3.1
The School aims to deal with all industrial relations matters sensitively and with due
respect for the privacy of the individuals involved. Wherever possible, the School will
attempt to resolve issues on an informal basis and provide employees with the
opportunity to respond before taking any formal action.
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Scope
4.1
Accepting the principles of the Code of Practice recommended by the Advisory,
Conciliation and Arbitration Service (ACAS), the School's procedures (below) have
been prepared taking account of ACAS guidelines.
4.2
The School expects employees to treat as confidential any information communicated
to them in connection with an investigation or industrial relations matter.
4.3
Electronic recordings are not permitted of any meetings/hearings unless specifically
authorised by the School in advance.
4.4
The School is aware of its obligations towards the health, safety and welfare for its
employees under the Employment Rights Act 1996, the Health & Safety at Work Act
1974 and the Equality Act 2010.
4.5
The procedures referred to below are not contractual, may be amended at any time,
and updated in line with statutory or legislative guidance, as necessary.
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Responsibilities
5.1
Line management, the HR Manager and the Senior Leadership Team are responsible
for ensuring that industrial relations issues are handled appropriately, in an
atmosphere of trust and confidence, and without undue delay.
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Related documents
6.1
Employees should familiarise themselves with the procedures listed below. For further
information contact the HR Department.
Anti-Bullying and Harassment Procedure
Disciplinary Procedure
Capability Procedure
Equality and Diversity Procedure
Grievance Procedure
Leave of Absence Procedure
Flexible Working Procedure
Family Friendly Policy
Whistleblowing Policy
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