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Disciplinary Procedures

Managing a Disciplinary Hearing and the Cost of Getting it Wrong

By | Disciplinary Procedures | No Comments

Disciplinary HearingA disciplinary hearing can be a difficult area for employers.

Even though there can be a wealth of evidence against an employee, if a fair process is not followed, it leaves the employer open to the risk of a claim for unfair dismissal

If, following an investigation, an employer decides that there is a disciplinary case for an employee to answer, a disciplinary hearing should be arranged. Read More

How to manage employee grievances in the workplace

By | Disciplinary Procedures, Workplace Mediation

Everyone is different and adheres to their own work values and ethics, which are not always compatible with other people. Therefore, any business or organisation, no matter how big or small, will have employees and staff that might not agree with each other regarding certain topics. Disputes between employees can be something small and inconsequential, but certain conflicts can quickly get out of hand and cause problems for other employees, as well as the business in general.

The conflict can arise from a number of circumstances, such as individual behaviour, disagreements over working practices, allegations of unfair treatment, arguments between departments, there are countless ways in which the communication can break down between groups and individuals, meaning they are no longer willing to listen to the other party and come to a solution that is satisfactory for everyone. HR advisors or HR agencies, will be qualified in delivering mediation procedures, that allow for an independent party to come to an arrangement that will suit everyone involved in the conflict.

Mediation for your Business

No business can afford to have interruptions, or let circumstances develop that could potentially threaten the work ethic or production of the company. However, a lot of businesses will arrive at the conclusion that only a formal grievance or disciplinary procedure will bring the conflict to a close.

Mediation is a technique that is completely voluntary and confidential, and involves a mediator liaising with all sides involved in the conflict to help discover the underlying problem, and encourage each party to see things from another perspective. This technique is valuable to businesses that do not have the time or resources to spend on lengthy formal procedures, which may not even reach a conclusion, and leave each party sill harbouring ill feelings.

As a business person, would you rather have an issue resolved swiftly and quietly, or do you want the same issues brought up again and again, without a solution in sight?

Mediation in Action

The video below is from Acas, the Advisory, Concilation, and Arbitration Service, and demonstrates the process of mediation and how it can help you resolve many business issues.

Where to start?

The video above is a great way to see if mediation will be useful for your situation, and if you feel it could be a viable process to resolve any issues within your business, but how can you begin the process?

There are a number of sources you can access online, such as fact sheets, free downloads, and other videos that will thoroughly explain the process of mediation, how to deal with certain problems, or tips on how to carry out mediation yourself. Again, ACAS has a number of resources that you can use, and also has a wealth of information regarding workplace grievances, and the process and procedure involved in them, if that is the route you are forced down.

Dealing with conflict in your business, and attempting a mediation process yourself, could pose a few problems, such as employees not willing to disclose certain information to a senior member of staff, or trying to persuade you in to pursuing their course of action. A number of HR experts are available, to act as a completely independent mediator, and employ their professional knowledge and experience to the situation, in order to deal with any grievances.

Employing an external HR firm like HCHR could be an ideal, stress-free solution for you to resolve the conflict as quickly as possible, at a relatively low cost. However, there are resources available to you if you wish to advise a current employee to act as a mediator, or if you wish to build your own skill set.

For more guidance, call HCHR on the number below:

Employment right

Are you wary of disciplinary procedures?

By | Disciplinary Procedures, Human Resources | No Comments

ImageDisciplinaries can have a big impact on small business owners; time, motivation and disruption to business services to name a few.

No business owner sets up in business to become a disciplinarian. In fact, in our experience, it is fast becoming common that managers are afraid to manage.

However, you have the absolute right to manage, and that means that when you see something within the business that is not right, like an individual not performing their role as they should be, then you have the right to manage and do something about it. Yet time and time again we see businesses falling foul. The common trends being that they don’t have robust policies and procedures to support managers, or businesses are unsure of the statutory obligations placed on them when undertaking the formal disciplinary processes.

Of course, if you chose to, hchr can swoop in superhero style and manage the process from end to end, but for those of you who want to understand the process a bit more we have developed an ebook on the Top 10 Disciplinary Downfalls which is now available to download.

Top Tip: Remember the disciplinary process is all about improving performance, not about punishment!

Please enter your details in the form below to get access to our FREE new disciplinary ebook!
You will be sent a confirmation email to be sure that you want to receive information from us, then once you click the link in the email, you will be taken straight to our ebook library.

10 disciplinary downfalls ebook 3d cover

human resources specialists

10 Disciplinary Downfalls

By | Disciplinary Procedures, Human Resources | No Comments

ImageRecently, more and more clients are approaching us wanting support in how to navigate the minefield that is conducting disciplinaries at work. We understand that breathing life into your disciplinary policy is not easy, and managers are not always comfortable and confident in going it alone.  Here are the top 10 downfalls of getting it wrong…

 

 

  1. Not warning the employee at the outset of the possible consequences of the disciplinary action.
  2. Not setting out the nature of the accusations clearly, in writing, to the employee and providing evidence that is pertinent about the offence.
  3. Not furnishing the employee with relevant evidence against him or her.
  4. Not operating a system of warnings where appropriate.
  5. Not allowing the employee to be accompanied at a disciplinary hearing.
  6. Relying on evidence from one particular source with no corroborative evidence.
  7. The absence of an adequate appeal stage.
  8. Failure to keep clear records of the whole disciplinary process.
  9. Delays in dealing with disciplinary issues.
  10. Having the same person deal with the whole disciplinary process.

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