1. Policy Statement
First Kick Football is committed to fairness, transparency, and high standards of conduct. This policy sets out the disciplinary procedure for dealing with misconduct, safeguarding concerns, and breaches of policies.
2. Legislative Framework
- Employment Rights Act 1996
- ACAS Code of Practice on Disciplinary and Grievance Procedures
- Equality Act 2010
- Early Years Foundation Stage (EYFS 2024)
- Keeping Children Safe in Education (KCSIE 2025)
- Working Together to Safeguard Children (2023)
3. Informal Resolution
Minor issues may be dealt with informally through supervision, guidance, or additional training. Informal action does not form part of the disciplinary record.
4. Formal Disciplinary Procedure
Stage 1: Investigation
- An investigation will be conducted to establish the facts.
- The employee will be informed of the allegations and given the chance to respond.
- Suspension may be considered if there is a safeguarding risk.
Stage 2: Disciplinary Hearing
- The employee will receive written notice of the hearing, with sufficient time to prepare.
- They may be accompanied by a colleague or trade union representative.
- The hearing panel will consider evidence and make a decision.
Stage 3: Outcomes
- No action
- Verbal warning (recorded for 6 months)
- First written warning (12 months)
- Final written warning (18–24 months)
- Dismissal (with or without notice, depending on circumstances)
Gross Misconduct
- Safeguarding breaches
- Physical violence or abuse
- Theft, fraud, or dishonesty
- Serious health and safety breaches
- Being under the influence of alcohol or drugs at work
- Harassment, bullying, or discrimination
- Breach of confidentiality or data protection
In cases of gross misconduct, dismissal without notice may be applied.
5. Appeals
Employees have the right to appeal against disciplinary decisions. Appeals must be submitted in writing within 5 working days of the decision. Appeals will be heard by a senior manager not previously involved in the case.
6. Referrals
Where safeguarding concerns arise, referrals will be made to the Local Authority Designated Officer (LADO), DBS, and/or FA safeguarding as required.
7. Responsibilities
- Operations Director – overall responsibility for ensuring the policy is followed fairly and lawfully.
- HR & Coaching Performance Manager / Welfare Officer (Danny Nolan) – leads investigations, hearings, and referrals where required.
- Holiday Club Manager (Lee Galloway) – manages conduct issues at club level and reports to senior management.
- All Staff – must comply with this policy and understand the consequences of misconduct.
8. Review
This policy will be reviewed annually or earlier if required by law.