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Disciplinary proceedings are a channel established by an employer to deal with disciplinary matters. They should include a disciplinary hearing where you have an opportunity to explain your side of the story. If your employer wishes to take disciplinary action after completing their investigation, they should write to you. When it comes to performance or behavior issues, it`s best to follow the right steps. The entire disciplinary process can be complex, time-consuming and even costly. Therefore, it is preferable to have a structure that protects both the well-being of employees and the company. The Acas helpline has more advice on disciplinary matters. Employers should keep meticulous records of discipline and communication, which is crucial when a case is brought before an employment tribunal. Records to keep include: You cannot take further disciplinary action here. If this is the case, you will still need to provide a written record of the judgment.

And describe other actions if the behavior occurs again, as this situation has been documented. If you neglect disciplinary proceedings, you risk compensation penalties, reputational damage and reinstatement of employees. You can appeal a disciplinary measure at any time if you feel that the measures taken against you were unfair. It also applies to any participation in an unreasonable procedure or excessively severe penalties. Following a discussion or investigation, the employer will take appropriate disciplinary action. But this decision will only be made after each party has presented its «version of history». Whether at the disciplinary meeting or shortly thereafter, your employer should inform you of their decision. They may choose to tell you personally, but they must also confirm what they have told you in writing.

Learn the basics of workplace discipline and grievance policies and practices There is no legal obligation to abide by the Code, but every employer must receive a fair trial. Under the Employment Rights Act 1996 (ERA), if fair trials are neglected, you can be held liable by an Employment Tribunal (ET) for unfair dismissal. In addition to minimal legal procedures, there are other steps that are expected of an employer to be reasonable. The Labour Relations Agency (LRA) has developed a code of conduct for disciplinary proceedings. Disciplinary proceedings are sometimes the best way for your employer to tell you if something is wrong. This allows them to clearly explain what improvements are needed and should give you the opportunity to present your side of the story. 4. A final decision on appropriate disciplinary measures. Understand the procedures required to deal with difficulties in the workplace and in the employment relationship ACSA`s Guide to Discipline and Grievances in the Workplace provides more information for employers on taking disciplinary action. Every company must have a fair disciplinary process to deal with disciplinary matters.

Otherwise, you may treat employees in an incorrect or discriminatory manner. A worker may bring an action for unjustified dismissal in his defence if he believes that he has been treated unlawfully. Your employer should write to you if they take disciplinary action – if not, they may simply be investigating what happened. Situations where a person is unable to do their job due to illness can also fall into this category. In these cases, an employee should be treated with empathy and appropriate support should be provided. An unacceptable level of absenteeism can still result in sick leave procedures and warnings. Employers must ensure compliance with the Equality Act in case of absence, when the person suffers from a disability or health condition, including the obligation to make appropriate adjustments. This procedure must be agreed upon through your disciplinary policies and employee contracts. And it should highlight changes in jobs, as well as full wage demands. Administration of disciplinary and grievance proceedings under the Act These procedures are necessary to ensure that each person is treated equally in similar circumstances and to deal with issues fairly and appropriately. They also ensure that employers comply with applicable law and follow the ACAS Code of Practice: Disciplinary and Grievance Procedures.