Disciplinary and Grievance Procedures

Disciplinary and Grievance Procedures Disciplinary and Grievance procedures are designed to ensure that problems at work can be solved fairly. Although most working people do their best to ensure a happy and harmonious work place, there are occasions when things don’t go smoothly. An employer has a duty to try and do everything within his power to maintain the harmony of the workplace.

The responsibility for the procedure lies primarily with the employer. They are advised to carry out any investigations to establish the facts of the case whilst keeping their employees informed of the basis of the case and allowing all parties involved to give their side of the story. In the event that any decisions are made, employers must allow their workers the chance to appeal if they feel the decision is unjust.
However, employees also have certain responsibilities and rights within the framework set out. In the event that the grievance is with the employer himself, then the employee must inform a manager who is not the subject of the grievance. In addition, any employees involved in the procedures have the right to be accompanied by a companion to any meetings – especially if action is to be taken by the employer as the result of the grievance having been raised.
If the problem still cannot be resolved, then the grievance can be taken out of the employer’s hands and given over to an employment tribunal.

Identify the personal information that must be kept up to date with own employer
Every employer should keep personal details for every worker, which include:
•name
•address
•date of birth
•sex
•education and qualifications
•work experience
•National Insurance number
•tax code
•details of any known disability
•emergency contact details

They will also keep details such as:
• employment history with the organisation
• employment terms and conditions pay, hours of work, holidays, benefits
• absence details
•details of any accidents connected with work