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The Elliot Foundation Academies Trust (TEFAT) is committed to providing high quality teaching and learning. Our aim is to provide opportunities for every child whatever their ability and it is through our workforce that we hope to achieve this. In our academies each employee will be given support to help them develop to their full potential in their job and in turn this will help improve outcomes for our young people.
This policy sets out the arrangements that will apply when an employee falls below the levels of competence and performance that are expected of them.
The Elliot Foundation Academies Trust believes that the quality of teaching is fundamental to effective learning and that the quality of pupil outcomes is our main priority. It also believes that teaching and learning should be a shared experience for all staff involved in teaching, and children’s learning. An ‘open door’ policy is therefore encouraged across TEFAT academies.
The purpose of the disciplinary procedure is to provide consistent, fair and effective arrangements for maintaining standards of conduct and behaviour required by the academy for all staff.
In the TEFAT community it is accepted that every person is equally important and that no one has the right to harass, insult, attack, or cause offence to any other person for any reason. All members of the trust are individuals, but are also members of a community where it is possible to learn from each other and celebrate the culture and beliefs of each person. This document recognises the principles and responsibilities of institutions as identified in the October 2010 Equalities Act.
The gender pay gap reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. Employers with more than 250 employees are required to report on these figures by April 2018.
The aim of the TEFAT Academy Grievance Procedure is to address any staff grievances fairly, consistently and quickly, as resolution of concerns is helpful to harmonious working, job satisfaction and productivity.
The Sickness Absence Management Policy, Procedure and Toolkit is intended to set out a procedural framework and standards of practice which enable academies to reduce the level of sickness absence amongst employees, taking account of the academy’s needs, support for sick employees and equalities.
TEFAT is committed to the highest possible standards of openness, probity and accountability. In line with that commitment we expect employees, volunteers, and anyone associated with TEFAT Academies who has serious concerns about any aspect of practices encountered within an Academy to come forward and voice those concerns without fear of reprisals. This Policy is to support staff wanting to raise such issues