Discipline, Dismissal & Grievance

Further to the introduction of the ACAS Discipline and Grievance code in April 2009 all employers, regardless of size, should operate minimum dismissal, disciplinary and grievance procedures.

A formal disciplinary procedure should be in place in order that employees are aware of what constitutes acceptable and unacceptable behaviour. This will ensure all deviation is dealt with in a fair and equitable manner.

The ultimate step in the disciplinary procedure is dismissal, which comes into effect if, despite warnings, conduct or performance does not improve, or for a first offence of gross misconduct.

Many employers are nervous when it comes to dismissing employees, as they are concerned that a potential minefield of legislation awaits them.

An employee working in an organisation may, at some time, have problems or concerns about their work, working conditions or relationships with colleagues that they wish to talk about with their manager. They will the want the grievance to be addressed, and, if possible, resolved. It is in the organisations best interest to resolve problems that if left unresolved could develop into larger issues.

With discipline and grievance issues, fairness and consistency are vital to a successful conclusion. HRx will give advice and guidance through the stages required to ensure discipline, dismissal and grievance processes are compliant with current legislation.

Together with our preferred partner Griffin Law we are able to offer full legal advice with regard to discipline and grievance issues.

 
 
 
 
 

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