Employment Law - Disciplinary Action Guide

bannerjones solicitors Disciplinary Action Guide For Employers Disciplinary and grievance issues can be a major onus to employers. Implementing the correct procedures is crucial. Without these in place, you could face a claim for unfair or constructive dismissal in front of an employment tribunal. Disciplinary procedures Every company should have written guidelines on This includes categorising what constitutes gross disciplinary and grievance procedures. The ACAS misconduct, warranting instant dismissal. Code of Practice provides a comprehensive guide to acting and managing the correct paperwork and The disciplinary procedure should state clearly what disciplinary actions can be taken and who has the processes. Fail to follow the ACAS Code and you could face an uptake of 25% in any award made authority to act. Dismissal should not be included for against you by an employment tribunal. It may well a first offence, unless there has been gross be important to seek legal advice to create tailored misconduct. These rules should be explained to all procedures. employees. You need to decide what regulations will be in place, for example conceming unacceptable behaviour and the severity of different offences. Disciplinary problems Managers need appropriate training to ensure that they understand and comply with the disciplinary procedure. A thorough investigation of events should take place prior to action. Managers must act fairly and consistently if action is taken. An informal discussion may extinguish minor incidents. The fomal disciplinary procedure should be reserved for more serious offences. In any case, transparent records should be taken of the incident and any activity taken. This can be crucial if disciplinary action eventually leads to a dismissal which is subsequently challenged at an employment tribunal. Grievances A grievance procedure that follows the ACAS Code should be written. Typically, to be investigated the Training should include helping them in determining when a grievance exists – even if a formal complaint employee should set out their grievance in writing. has not been made - and how to resolve it The grievance is then discussed at a meeting and informally. action agreed upon. If employees are dissatisfied, they should have the right to appeal to someone who Should you require further advice on disciplinary was not originally involved. procedures or any aspects of employment law please contact one of our specialist employment solicitors With disciplinary issues, employees must be made who will be able to offer you advice and helpful aware of the procedure and managers need training in dealing with grievances. guidance. Why Choose Banner Jones? 96% 135 LEGIL 500 YEARS Insurance 96% of our Ranked in the Variety of specialist lawyers Over 135 We do backed clients would 5 Regional offices workplace years of experience employment recommend Legal 500 mediation scheme us to a friend Don't hesitate to get in touch with one of our expert employment law solicitors for specialist advice: Phone: 0333 200 2300 Web: www.bannerjones.co.uk Join our Social Networks bannerjones in You Tube 8+ solicitors