Mitigating risk through effective Grievance and Disciplinary Procedures
Successful Disciplinary & Grievance Handling: What Small Businesses Need to Know
28
Disciplinary & Grievance Handling Presented by Parallel HR Ltd & Julie Howell Communications Ltd Debbie Glinnan Julie Howell
-
Upload
julie-howell-communications-ltd -
Category
Leadership & Management
-
view
315 -
download
0
description
How to: follow procedures correctly, conduct a disciplinary meeting, communicate sensitively & effectively for the best outcome for your business and your people. Unhappy or poorly-performing employees can have a huge impact on your business's performance. It's not only their work that suffers, it can also affect staff morale, customer service and sales. You know you have to tackle the problem, but how do you do it in a constructive, fair and effective way? To avoid an employment tribunal it is essential that you follow a fair procedure. We describe very clearly the actions you should take to ensure that you treat your staff 'fairly'. We explain each stage of the process and give you practical tips for a successful outcome. Getting it wrong can cost your business thousands of pounds. Discover exactly what you need to know to ensure you hand disciplinary and grievance successfully in your small business. Debbie Glinnan HR Consultant & Mediator, Parallel HR Julie Howell Communication Coach, Julie Howell Communications
Transcript of Successful Disciplinary & Grievance Handling: What Small Businesses Need to Know
Disciplinary & Grievance HandlingPresented by Parallel HR Ltd & Julie Howell Communications Ltd
Debbie Glinnan Julie Howell
This presentation is available as a recorded webcast that contains a great deal more information and a Q&A.
To receive the link to the FREE webcast contact Julie Howell at [email protected]
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Outline
ACAS Code of Practice
The investigation
How to prepare
The disciplinary meeting
Decision making
Grievance
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Carmelli Bakeries Ltd v Benali
Follow a fair
procedure
Chef used non-
kosher jam
Potentially fair
dismissal
Failed to follow correct
procedure.
Ordered to pay £000s
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Code of Practice
Follow the ACAS code of practice.
Not legally binding.
Awards can be increased by up to 25%.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
The ACAS Code of Practice
Raise and deal with issues promptly.
Act consistently.
Carry out any necessary investigations.
Give evidence and opportunity to put their case before any decisions are made.
May be accompanied at any formal meeting.
Right to appeal.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Disciplinary – Establish Facts
Investigatory meeting.
Investigate fully and collect
evidence.
No disciplinary
action at the investigatory
meeting.
Suspension must be
paid.
Short a time as possible.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Disciplinary - Inform
Ideally 3 days written notice
Give full details
Including copies of evidence
Say if dismissal is possible
Right to be accompanied
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Right to be Accompanied
A fellow worker
Minute Taker
Union Rep
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
The Meeting
Review your evidence.
Prepare questions in advance.
In a confidential room.
No interruptions.
Remind of right to be accompanied.
Stay calm.
Adjourn before making a decision.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Disciplinary – Decision Making• Secret recordings.• Is any disciplinary action warranted?• Reasonable sanction?• Confirm in writing.• State the reason and the improvement expected.• Word it carefully.• Set a time for review. • If they fail to improve.• Remains current for limited time.• Right of appeal.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Gross Misconduct
Immediate dismissal for a first offence.
Follow a fair disciplinary process.
No notice/notice pay will be due.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Appeal Process
Can appeal against any disciplinary action.
Insist appeals are made in writing by a set time.
Mirrors disciplinary process.
Manager not previously been involved.
Inform of the outcome asap.
No further right of appeal.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Grievances
Establish the facts.
Notice of formal
hearing.
Right to be accompanied.
Decision after the meeting.
Inform them accordingly.
Right to appeal.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Recommended Actions
• Follow the ACAS C.O.P. for all disciplinary & grievances.
• Suspend with pay while investigating gross misconduct.
• If you are unhappy with performance, act early.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Dignity & Responsibility
• Keep dignity front-of-mind• Take responsibility for ensuring dignity
Clarity
• Ensure you have been understood• Ensure that you understand = rapport
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
Don’t leave sensitive documents on the printer or photocopier
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
Glass walls? Draw the blinds. No blinds? Use another room.
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
Allow the person who is subject to the meeting to sit closest to the door
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
Do not allow anyone to interrupt the meeting
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
Turn your smartphone off & divert your calls
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
Make a glass of water and a box of tissues available
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Before the meeting begins
A round table is less confrontational
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Responsibility• It is your responsibility to
ensure the employee understands what is happening & has a positive experience during the meeting regardless of outcome
• The grievance meeting is NOT a confrontation
• It is extremely difficult to predict how the employee will react
• Even if the employee has openly expressed a desire to leave the company or talked openly about how little the situation bothers him/her, he/she may find the reality of the meeting distressing
• You may find the employee’s emotional reaction surprising & distressing
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
During the meeting• Allow him/her to react• Be alert to signs that he/she
understands what you’re saying and the implications of what you’re saying
• Tell nothing but the truth• Pause frequently, don’t
bombard, don’t overwhelm• Repeat the important
information until you are sure it has been understood
• Invite questions
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
After the meeting
• Send a summary• Invite questions• Do not avoid eye contact• Use the person’s name when
you speak to him/her
ww
w.ju
lieho
wel
l.co.
uk
ww
w.p
ara
llelh
r.co.
uk
Thank you!
Sign up for our newsletters at www.parallelhr.co.uk
www.juliehowell.co.uk
@parallelhr_uk @JulieHowellPR
This presentation is available as a recorded webcast that contains a great deal more information and a Q&A.
To receive the link to the FREE webcast contact Julie Howell at [email protected]
