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 julie@juliehowellpr.com

Outline

ACAS Code of Practice

The investigation

How to prepare

The disciplinary meeting

Decision making

Grievance

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Disciplinary – Establish Facts

Investigatory meeting.

Investigate fully and collect

evidence.

Nodisciplinary

action at the investigatory

meeting.

Suspension must be

paid.

Short a time as possible.

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Right to be Accompanied

A fellow worker

Minute Taker

Union Rep

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Dignity & Responsibility

• Keep dignity front-of-mind

• Take responsibility for ensuring dignity

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.ukClarity

• Ensure you have been understood

• Ensure that you understand = rapport

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Don’t leave sensitive documents on the printer or photocopier

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Glass walls? Draw the blinds. No blinds? Use another room.

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Allow the person who is subject to the meeting to sit closest to the door

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Do not allow anyone to interrupt the meeting

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Turn your smartphone off & divert your calls

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Make a glass of water and a box of tissues available

Before the meeting begins

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

A round table is less confrontational

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 NOTa confrontation

• It is extremely difficult to predict how the employee will react

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

• 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

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

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

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

Thank you!

Sign up for our newsletters at

www.parallelhr.co.uk

www.juliehowell.co.uk

@parallelhr_uk

@JulieHowellPR

ww

w.ju

lieh

ow

ell.c

o.u

k

ww

w.p

aral

lelh

r.co

.uk

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 julie@juliehowellpr.com