Bradford Grammar School
Industrial Relations Policy
This policy applies to the whole school. Issued 01 September 2015
1.
Policy Statement
1.1
Bradford Grammar School (the "School") provides a working environment where
colleagues 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 the School’s pupils have the best educational
opportunities available, the School will endeavour to ensure its employees perform the
duties required of them under their terms and conditions of employment to a
professionally high standard.
2.
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.
3.
Objectives
3.1
Bradford Grammar 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.
4.
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
Bradford Grammar 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, Disability Discrimination Act 1995 and the Equality Act 2010.
4.5
The procedures below are not contractual, may be amended from time to time, and
updated in line with statutory or legislative guidance, as necessary.
5.
Responsibilities
5.1
Line management, the HR Manager and the Senior Leadership Team are responsible
for ensuring industrial relations issues are handled appropriately, in an atmosphere of
trust and confidence, and without undue delay.
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6.
Related documents
6.1
For further information please consult policy related guidance or contact the HR
Department.
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