What Is A Grievance? What is a Grievance? A grievance is when an employee has a problem or concern about their work, physical working environment, pay and benefits, working hours, health and safety, working relationships or general treatment at work
If the employee resigns after disciplinary proceedings have been commenced and does so with immediate effect, their employment will terminate. There is therefore little point in continuing a disciplinary procedure in respect of an employee who is no longer employed, as no disciplinary sanction can be imposed against a former employee.
In some cases, it may be appropriate for you to suspend an employee from work pending the completion of an investigation. However, given the serious implications of suspension for an employee, including for his or her morale and professional reputation, you must ensure that the circumstances of the case justify it, and that it is necessary to ensure a fair investigation. Suspension will not be necessary in every case.
Read my Top Tips to suspending an employee and download my template letter to confirm a period of suspension.
The Role of the Disciplinary Hearing When faced with a potential disciplinary matter your next step will be to arrange and conduct a disciplinary hearing to allow the employee to formally respond to the allegation(s). The disciplinary Hearing is part
Six British fans were jailed for between one and three months on Monday, 13 June for their part in the Marseille violence, while on Tuesday, 14 June 24-year-old Birmingham City supporter Daniel Warlow was given a five-year football banning order for his part in the disorder on Friday, June 10.
Read my Top Tips to what options you have if an employee is detained in police custody due to alleged football hooliganism and is unable to attend work?
Parliament has approved amendments to the new Acas Code of Practice on Disciplinary and Grievance Procedures.
The amended ACAS Code clarifies that the reference to a “reasonable” request applies to the making of the request not to the worker’s choice of companion.
The introduction of the ACAS Code of Practice, in 2009, made investigations in both disciplinary and grievance matters critically important prior to a formal hearing.
Read my Top Tips to managing a disciplinary investigation.
I receive many calls from employers who have invited an employee to a disciplinary meeting but are having some difficulty getting them to attend the meeting.
Read my Top Tips to three common situations: the companion is unavailable, your employee goes off sick and you’ve rearranged once and your employee still says they can’t attend.
Dismissal as the Next Step
This decision emphasises the importance of notifying an employee, when their behaviour falls below the accepted standard, that the consequences of such behaviour continues could be dismissal.
You’ve just dismissed an employee because of his poor performance. What should you tell your staff about the situation?
Read my Top Tips to communicating with your remaining team after the quick departure of another employee,