Dealing with Grievance and Disciplinary

Dealing with Grievance and
Disciplinary

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Disciplinary and grievances procedures......................................................................................3
Redundancy.................................................................................................................................5
Fair and unfair dismissals............................................................................................................6
Employment Tribunals................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Books and Journals......................................................................................................................7

INTRODUCTION
Disciplinary is a process that an employer should use to address its employee’s
performance. Grievance on the other hand is the procedure that is used to deal with issues or
problems raised by its employees (McKenzie and Harrington). A good employer can use
practices such as disciplinary and grievance to make a better work place. It is important to have a
understandable course of action in situations where performance of an employee is deteriorating
or some employee has complaint about the way they are being treated.
MAIN BODY
Disciplinary and grievances procedures
Managing a workplace can be stressful and difficult to manage sometimes. Disciplinary
procedures are there to guide and govern the steps taken by an employer when its employee is
not performing up to the mark or being unprofessional (Harris 2019). Organisation can choose
the way to solve the conflict with an individual they include informal way, conducting meeting
or by launching a disciplinary hearing. Both, disciplinary and grievance practices are explained
in detail in Advisory, conciliation Arbitration service’s code of practice. Employers as well as
employees can have a fair way solution to their problems.
Keys to handle Disciplinary issues:
It is important to take potential disciplinary matter without any form of delay, stating the
facts of the situation (Stevens 2020). There must a requirement of holding to an investigation in
some cases with an employee before moving forward to any kind of disciplinary hearing. There
are different set of individuals to carry out disciplinary investigation and hearing in the cases of
practicable hearing. No form of investigatory meeting can be a consequence of disciplinary
action. There is no right to allow employee to be accompanied during any formal investigation
but this right could be helpful for employer’s side. Suspension because of the paying conditions
is not considered as a disciplinary action.
Disciplinary procedures
Make the performance criterion clear for the employees from before. If there are
problems coming on performance basis, an employer must try to indentify these obstacles and