- Also in this section:
One of the almost inevitable consequences of employment, (whether employing staff, or being employed by a business), is that matters will not always go entirely smoothly. There may be times when a business contemplates disciplinary action against an individual, or indeed a member of staff may have a grievance against a fellow member of staff, or the business.
All businesses that employ people are required to have set policies and procedures in place for both Disciplinary and Grievance. Furthermore, these policies and procedures should be expressly followed.
According to the Advisory, Conciliation and Arbitration Service’s Code of Practice, (ACAS), employers are required to exercise fair and reasonable procedures when penalising or dismissing employees.
Within the Employment Contracts link this identifies that a business must issue all employees with specific terms and particulars of their employment. It would be advisable to note within these terms and particulars the business’s policies and procedures for both Disciplinary and Grievance.
For Businesses: Munro & Noble can guide a business through the procedure for writing both Disciplinary and Grievance policies.
For Employees: If you believe that you have not been treated fairly by your employee, Munro & Noble can advise as to what course of action is available to you.