It is the policy of this University to develop and maintain a satisfied and efficient work force.
Handling disciplinary interviews The employer should train and support all line managers to ensure that they are confident and competent to carry out disciplinary meetings. An employee or worker see our Employment status factsheet is entitled to be accompanied by a work colleague or trade union official at formal disciplinary and grievance interviews.
Give the individual reasonable notice, ideally more than 72 hours. Before the meeting, provide appropriate statements from the individuals involved, together with any key information the employer intends to rely on. Make sure another manager can be present to take detailed notes and help conduct the interview.
Give the employee plenty of opportunity to put forward Disciplinary and grievance policies side of the story and call any supporting witnesses.
Employers can also call witnesses, but they can only be in the room for the relevant part of the interview —nd not the duration. Make use of adjournments; always take a break to consider and obtain any additional information before reaching a decision.
Adjournments can be especially useful if the interview becomes heated or if people are upset. Communicate the decision in person if possible and give reasons, taking into account any mitigating circumstancesconfirm review periods and ensure you give details of how to appeal.
Confirm the decision in writing.
Potential outcomes No action After the meeting, the employer may decide that no action is necessary, for example if an employee was unclear about what was expected from them and they agree to try to resolve the issue via additional support or counselling.
Warnings Alternatively, the employer may decide to give the employee a warning. Typical timescales suggested in the Acas non-statutory guidance for the types of warning are: The time period for warnings to remain current, and the penalties imposed, must be reasonable given the circumstances.
Dismissal There are currently five potentially fair reasons for dismissal — as set out in our factsheet on dismissal. The employer must follow the Acas Code before any dismissal and demonstrate fairness overall, for example by complying with internal procedures, treating employees consistently and carrying out a proper investigation.
The parties could also enter into a settlement agreement. There are a number of additional factors to bear in mind when dealing with grievances concerning harassment. Handling grievances informally An employer should encourage individuals to discuss day-to-day issues informally with their line manager, so that concerns can be heard and responded to as soon as possible.
Our report Conflict management: Handling grievances formally Employers should ensure that staff are aware of the formal route open to them through the grievance procedure, including: An employee or worker should have the right to be accompanied to grievance hearings by a colleague or trade union representative as explained above.Violation of the University’s Academic Integrity Policy.
Unprofessional Conduct Disruption or obstruction of teaching, research, administration, disciplinary proceedings, or other University activities conducted by a Strayer official. DISCIPLINARY PROCEDURE VS GRIEVANCE PROCEDURE The main difference between a disciplinary procedure and a grievance procedure lies in the direction and level of handling.
Disciplinary Policy and Procedure – Approved by Cou ncil - 16 March 5 Dismissal Should the nature and seriousness of the . Appendix A. Gift Acceptance Policies and Procedures; the employee has the right to use this grievance procedure without fear of coercion, discrimination or reprisal.
Any person in the classified service who alleges discrimination or disciplinary action because of political or religious beliefs, sex, or race.
This Grievance Procedure company policy is ready to be tailored to your company’s needs and is a starting point for setting up your employment policies. code of practice GRIEVANCE PROCEDURES LRA Disciplinary Booklet:Layout 1 25/03/ Page 1 policies. 2.
Evolving Developments. Readers of this Code should be aware of the evolving legislative and case law framework surrounding dismissal, disciplinary and grievance issues. Operation of disciplinary and grievance . This Grievance Procedure company policy is ready to be tailored to your company’s needs and is a starting point for setting up your employment policies.