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Discipline Procedures

It is essential to manage discipline grievance and appeal procedures correctly and they should be supported with a thorough investigation. This page covers all these areas and help you understand what your obligations are.

How We Can Help You…

  • Advise you through disciplinary, grievance & appeal procedures
  • Save you time by conducting investigations for you
  • Acting as note taker in formal meetings and being there to ensure a fair process is being followed
  • Provide training to your managers to help them understand the do’s and don’ts
  • We can be that independent party with an objective view to evidence a fair procedure
  • We can manage the admin for you
  • We will provide all the necessary letters, templates and forms
  • We can provide a disciplinary, grievance and appeal procedure for you

We have payment options that suit you

  • Pay by the hour
  • Pay by either half or full day consultancy rates
  • Pay for your documents individually if that’s all you need

Do I have To Have A Disciplinary Policy?

Discipline Procedures

Do I have to have a discipline policy & procedure?

As an employer you have to provide your employees access to a discipline, grievance and appeal procedure.

What is the point of a disciplinary policy?

A disciplinary policy & procedure will assist in the fair & equal treatment of employees and minimise claims against your business.

More importantly for you, a good disciplinary policy will provide the foundation of how you expect your employees to conduct themselves along with the minimum level of performance required & the consequences of not adhering to the rules.

How can I make this work for me?

We advise to make these procedures non contractual to allow for easier management of employees, and don’t forget, an employee requires 2 years continuous service to be able to make a claim for unfair dismissal. There are claims that do not need a qualifying period, discrimination being the main one. Small employers may find it hard to follow the ACAS Code of Practice due to their size, structure and resources, so it can help to use the services of an independent HR Consultant to conduct an investigation for them and advise throughout the process.

Comments or questions are welcome.

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