Staff Discipline & Grievances
Two registers pointing in opposite directions — the school raising a case against an employee, and an employee raising one against the school. Allegations that are encrypted at rest, hearings and appeals as records rather than emails, the file it all lands on, and what the person at the centre of it can see about themselves.
The process a school has for children, and rarely has for adults
Ask a school how it handles a pupil who does something serious and you will get a policy, a form and a register. Ask the same school how it handles an allegation about a member of staff and you will usually get a folder on somebody’s laptop — an allegation, some notes, a meeting nobody minuted, and a decision the employee was told about verbally. That is not a records problem, it is a fairness problem: the person at the centre of it cannot see their own file, and the school cannot show its working if it is ever asked to. This walkthrough follows both directions of travel — a case the school raises, and a grievance an employee raises against it — through the registers that hold them, the file they land on, and the screens the employee sees. Every screen is the real application.
On this page
Two registers, deliberately opposite
The most important design decision in this module is that these are not one table with a direction column. A case and a grievance have different statuses, different owners, different confidentiality and different endings — and collapsing them would have made the school the subject of both, which is exactly the failure the second register exists to prevent.
Cases the school has raised
Every disciplinary case, with its reference, the employee, the category, the severity and where it has got to. Severity and status are separate columns on purpose: a gross-misconduct case still under investigation and a minor case already closed are not comparable, and a head of HR triaging a queue needs both.
And grievances raised against it
The same page, pointing the other way. An employee’s complaint — about workload, pay, a manager’s conduct, working conditions — with its own status vocabulary that ends in resolved, escalated or withdrawn rather than in a sanction. One of the rows on this page has no name against it, because it was raised anonymously and the register honours that.
Ready to run your school on this?
Every screen in “Two registers, deliberately opposite” is the live product, not a mockup. Create your school account, or have us walk you through it on a call.
The file it lands on, and what it is measured against
A case is only meaningful against two things: the person’s record, and the terms they agreed to. Both are already in the platform, which is the difference between a disciplinary process and a disciplinary letter.
One employee’s record
Emeka Adeoye’s file — the same employee whose appraisal came back Needs Improvement on the Appraisals page. Bio, employment, supervisor and mentor, qualifications with their certificates, compliance documents, and the training he has completed. Underneath it, the profile’s own version history: who changed what, and when.
And the terms they actually agreed to
The contract register: what each employee is on, when it started, when it expires and whether it has been signed. A disciplinary process that cannot produce the document it is enforcing is an argument rather than a procedure.
See this on your own school’s data.
Every screen in “The file it lands on, and what it is measured against” is the live product, not a mockup. Create your school account, or have us walk you through it on a call.
What the person at the centre of it can see
This is the phase that decides whether any of the above is fair. An employee who cannot see their own employment record, their own documents or the state of their own requests is dependent on being told — and being told is exactly what fails when a relationship has gone wrong. These two screens belong to every employee, which is why they are shown here signed in as somebody else entirely: the portal only ever shows you your own file, and that scoping is the thing being demonstrated.
Their own employment record
The employee’s side of the file the HR office was reading two steps ago: job title, department, contract, supervisor, start date, job grade. Not an export somebody sent them — the record itself, read live and scoped to whoever is signed in, so there is no version of it they have not seen and no colleague’s they can reach.
And the documents, in both directions
What the school holds on them, and what they can ask for — an employment letter, a confirmation of service, a payslip history. A request here is a tracked record with a status rather than an email to somebody who may be on leave.
Set this up for your team.
Every screen in “What the person at the centre of it can see” is the live product, not a mockup. Create your school account, or have us walk you through it on a call.
Run your whole school on one connected platform
Start with the base package, switch on the modules you need, and give every parent, student and staff member a single place to log in.