In the third case (selective with evidence), this doesn’t require putting the disciplinary on hold and going through a grievance process. Participants then compare how many of the key facts from each passage they were able to recall, and decide which method will help them to listen most actively. The client had received concerns from numerous employees relating to a colleague’s inappropriate behaviour on the shop floor. Hi Derek, I've taken some very well known cases and created 'parts' for them. Names have been changed for confidentiality reasons. Details on how to Conduct an Investigation are outlined in the Bullying and Harassment Section. Participants are asked to write the letter to the employee, and then check against a list of recommended points to include. We consider whether or not it is appropriate to impose periods of disciplinary suspension on them. The client had received concerns from numerous employees relating to a colleague’s inappropriate behaviour on the shop floor. Solutions for HR ensured that a fair and robust investigation was carried out. Participants then use this set of cards to identify the constituents of good disciplinary procedures. An essay on importance of discipline in life This came to the attention of the Finance Director along with some ‘stories’ about the nature of what he … However, please note that a grievance complaint does not have to refer to a formal grievance procedure. Formal Verbal Warning Stage 2. Recognising the sensitivities of the potential racial motives for the inappropriate behaviour, delicate questioning techniques facilitated the process, as naturally some employees were concerned that they would be seen as “blowing the whistle” which may lead to issues for others. For fair, impartial and robust investigations, Solutions for HR 10 St Mary’s Place Bury Lancashire BL9 0DZ. The issue becomes a case of misconduct. Public sector SME [138kb] - staff attended 'Discipline and Grievances' and 'Conducting Investigations' workshops and give their views on the impact ; Innovative Workplace case studies. Unfortunately, Derek had no HR tr… Here you’ll find information on disciplinary and grievance procedures, conflict resolution and the Acas Code of Practice. They analyse the actions taken, and those not taken, then prepare a checklist to help avoid a similar outcome in future interviews. Participants work through a number of multiple-choice questions to decide what the owner should have done to avoid this situation. 7 Respecting confidentiality In this activity, participants compare and contrast the different approaches of two managers dealing with reported grievances. It is a practical resource for all trainers and managers to use to develop those who deal with discipline and grievance at work. Solutions for HR ensured that a fair and robust investigation was carried out in line with the Acas Code of Practice. While the case is not binding and is likely to be appealed, it is the first in what will be a line of cases dealing with employment status in the gig economy. A Sample Disciplinary and Grievance Procedure is contained in the Employee Handbook Template Section of this website. The deteriorating relationship and the escalating allegations made in the grievances started to have a significant impact on other members of the care h… Disciplinary suspension: case study 2. 30 Disciplinary penalties This short energiser tests participants knowledge and understanding of factors to take into account when deciding on what disciplinary penalty to set. We notified the employee of the arrangements of the appeal hearing, ensuring that the ACAS Code of Practice and associated Guidance on Disciplinary and Grievance matters was followed, and that there was compliance with the requirements for a fair appeal process set out in related case law. 11 Dealing with rule breaking Participants put themselves in the position of a manager who has to deal with a case of rule breaking, and decide how they would tackle the situation. 5 A first written warning This case study provides the details of an interview that results in a first written warning. Tips and advice on how to protect you and your business. 1 A core function of the UK Research Integrity Office is to provide independent, expert and confidential advice on the conduct of research, from promoting good practice to addressing allegations of misconduct. These grievance and disciplinary policies and procedures are comparatively more important for the employers as a fair and comprehensive disciplinary procedure is necessary to … Participants are asked to produce a phrase that provides an overview of the purpose of discipline, written so that the initial letters spell ACT FAIR. Discipline and Grievance: 30 case studies and activities covers the full range of issues relating to discipline and grievance, from informal and formal interviews and warnings to record keeping and appeals. 27 Dealing with gross misconduct Gross misconduct is behaviour that is totally unacceptable and so serious that it justifies summary dismissal. The typical stages of the formal disciplinary process include: Stage 1. This case highlights the importance of having written policies and procedures in place, especially in the areas of grievance and discipline. She made a complaint to her Manager, Derek, saying that she was struggling to cope with a colleague who had been abusive to her and had made cruel remarks about how she dealt with the customers. They then provide advice on how to deal further with the situation when the bully fails to comply with the agreement made at the hearing. Ltd. 1998 - 2018. Employee grievance case study 1. Case Study Grievance Steve is the general manager of a UK company. In Ramphal v Department for Transport, the Employment Appeal Tribunal (EAT) looked at the influence by HR during a disciplinary process.. There are no items in your shopping cart. Case Study: Managing Employee Discipline Mr. Harry, Branch Manager, Luxemburg Main Branch of XYZ Bank was wondering as to what could be done to restore the punctuality of the staff in his branch. 23 What is a wipe-clean policy? Participants read four short case studies, make notes on the different situations, and decide whether or not they think formal disciplinary action is needed. Jenny was an Administrator in a large retail company dealing directly with customers on a daily basis. Whatever the reason, if the person responsible does not act immediately and appropriately the situation will deteriorate. The need to investigate fully before taking any decision is also emphasised. 13 Effective disciplinary procedures This straightforward activity requires participants to think about what should be included in an effective disciplinary procedure, and to separate good points from bad. Please do not include any personal details, for example email address or phone number. It is a really good example of how essential it is to get disciplinary and grievance procedures absolutely right every time in order to comply with employment law and to succeed in Employment Tribunal hearings if the matter progresses that far. 25 Notification of the result of appeals This activity follows on from Case study 24 Dealing with appeals. This case study is based on real life events and on the actual approach taken by Jay Webb as the appointed independent HR professional. He wants to initiate formal disciplinary action and needs advice on how to do this while ensuring that all employee rights are protected. First Written Warning Stage 3. They make recommendations for improvements where necessary. 22 Using specialist resources This activity illustrates different instances where the most appropriate action includes referral to an outside agency, which is better equipped than the manager to help the individual. In the second case study, the disciplinary decision is upheld at an appeal hearing, and participants are asked to write this letter as well. The grievance could be about anything in relation to the workplace. Participants are provided with cards containing statements, from which they have to choose those which contain useful information on effective disciplinary procedures. grievance by outlining the nature of their complaint in writing. The case study looks at a situation in which an employer is considering whether or not to suspend an employee who has had an allegation of verbal abuse made against him. Importance of Grievance and Disciplinary policies and procedures for the employers. The employee submits a written grievance, but at the grievance hearing, the owner does not appear to understand her case and the employee is not happy with the outcome of the meeting. 16 Acting fairly This activity stresses the importance of using the disciplinary procedure in a positive way, to change behaviour rather than to punish an individual. The contents of the letters are discussed and developed, and any additionally required material is agreed. Priya.S Priyanga Krishna Moorthy Rajesh Kumar.K Sajitha Farveen.S 1 2. This case study looks at a situation in which allegations of serious misconduct have been made against two employees. The activity examines the sort of actions that organisations generally classify as gross misconduct, and looks at the difference between summary and instant dismissal. 3 Setting up a disciplinary interview This case study illustrates the importance of preparation and planning for disciplinary interviews. 26 Constructive dismissal Managers of people at every level must be keenly aware of the concept of constructive dismissal, in order to avoid any situations that might lead to such a claim. What is a grievance procedure? Derek wasn’t sure how to handle the situation as it seemed very petty to him. For example, reference to an issue in an email may be treated as a complaint and be addressed through the grievance procedure. In the first, the manager does not respond immediately whereas, in the second example, he does. The first case study states the result of Jennys appeal hearing, then participants are asked to write to her, confirming the result. Essay english pt3: first person vs third person essay case study Employment grievance knowledge is power on essay. Importance of Grievance and Disciplinary policies and procedures for the employers. The point is made that disciplinary action should be based on fact, not on opinion, and must be concerned with behaviour, not an attack on an individual. Grievance templates Your grievance rules and procedures should be set out in writing and follow the good practice principles set out in the Labour Relations Agency (LRA) Code of Practice on Disciplinary and Grievance Procedures . As an alternative, participants can be asked to conduct a briefing on preparing for a disciplinary interview. These grievance and disciplinary policies and procedures are comparatively more important for the employers as a fair and comprehensive disciplinary procedure is necessary to … © Multi Media HRD Pvt. A grievance is a concern, problem or complaint that a member of staff raises. Organisational and employee-related factors are considered, in order to help achieve this balance. We cannot respond to questions sent through this form. If you’d like to ask us any questions, key contacts are included at the end of each case study. Topic of the week: Disciplinary suspension case study Employers should not impose periods of suspension during the disciplinary process unless it is absolutely necessary to do so. They work in groups to reach an understanding of what should be included in each stage of an effective procedure. Can you start an essay with there. Managers and team leaders are responsible for the performance and behaviour of themselves and their teams. Participants brainstorm the key points that should be included in a briefing to managers, to help them prepare effectively for a disciplinary interview. They consider the problems this can cause, and see the difficulties which can arise through the different values and beliefs held in a company. Case studies Take a look at our case studies, which demonstrate the depth and breadth of HR, Employment Law, and Health & Safety support we provide. A workplace grievance refers to a formal complaint raised by an employee to an employer. We’ll keep you up to date with all the latest in employment law and HR. Participants read two examples of such situations. The cases stop at this point, so that participants can consider what might happen next. It can be linked with Case study 18, which explores the stages in the interview agenda. 12 Dealing with unacceptable behaviour Complaints from employees about unacceptable behaviour should be investigated as quickly as possible, and dealt with in a non-judgemental manner. For sample templates to help you deal with grievance, discipline and dismissal situations, see relevant sections below. The activity demonstrates the importance of respecting confidentiality and can be used as a short energiser. 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