GRIEVANCES & DISCIPLINARIES
WHEN GRIEVANCE AND DISCIPLINARY PROCEEDINGS ARE UNDERTAKEN, THEY SHOULD BE MANAGED WITH FAIRNESS AND TRANSPARENCY IN THE INTERESTS OF ALL PARTIES.
ONE OF THE SAFEST WAYS TO AVOID ACCUSATIONS OF BIAS DURING GRIEVANCES AND DISCIPLINARIES IS BY USING AN EXTERNAL, INDEPENDENT SERVICE.
GRIEVANCE & DISCIPLINARY MANAGEMENT
We will follow and implement your HR policy independently, ensuring objectivity and reasonable outcomes for all parties. This will reassure workers that these proceedings have been conducted fairly and protect employers from accusations of unfair bias.
In addition, we will ensure that there is adherence to ACAS guidance during these proceedings. ACAS compliance will avoid a potential uplift of up to 25% in damages for the worker who has had a successful Employment Tribunal claim.
The ACAS Code of Practice places a requirement on employers to allow an appeals process when workers disagree with the outcome of a grievance or disciplinary proceeding. ACAS also recommends that appeals should be managed by parties who did not participate in the original grievance/disciplinary.
We are able to manage the appeals process for you as part of our grievance or disciplinary management service, or as an independent service following a grievance/disciplinary managed by you.
This is a service for workers undergoing disciplinary proceedings due to poor performance, contractual breaches, failures to adhere to HR policy, and/or any other inappropriate conduct. This process is designed to support workers in their personal and professional development as necessary, demonstrating a supportive rather than punitive employer approach. This includes 2 - 4 mandatory coaching sessions as a requirement for remaining in their role.
HOW THESE PROCEEDINGS ARE HANDLED
CAN MAKE THINGS BETTER...OR FAR WORSE
If organisation managers and leaders are honest, they will admit that grievance and disciplinary proceedings are often conducted in a manner which seeks to protect their own interests, those of the colleagues they favour, and those of the organisation. A commitment to transparency is often non-existent
and the worker is treated as an enemy.
Equally, there are workers who abuse the grievance process or fail to engage appropriately with the disciplinary process. However, even in these situations, employers are legally required to refrain from any behaviours that can amount to ACAS or legislative breaches, or they will face liability.
Our management service can provide positive outcomes
no matter circumstances.