Good Practice Case Study
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Contents
Good practice: Conducting disciplinary interviews 4 Good practice: Conducting disciplinary investigations 13 Good practice: Handling grievances 22 Good practice: Performance management 36 Good practice: TUPE 52 Good practice: Informing and consulting during a collective redundancy process 84 Good practice: Flexible working 108 Good practice: Maternity 127 Good practice: Performance management 160
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Good practice: Conducting disciplinary interviews TOPICS: terms, conditions and employee rights | policies and procedures | employee relations | employee relations challenges and tools | | |
AUTHOR: Lynda Macdonald
On this page:
Summary
Case study
Questions and answers
Overview
The importance of …show more content…
If the interviewer escaped any blame or punitive action, while the employee receives a formal written warning, the employee might feel aggrieved and have his or her faith in the objectivity of the disciplinary procedure undermined.The pause technique works as its name would suggest. Having asked a question and received an answer, the interviewer refrains from asking another question, instead allowing a pause of several seconds, while continuing to look at the employee as if waiting for a further response. This puts the employee on the spot and will make him or her feel uncomfortable.For this reason, it is inadvisable to use the pause technique unless there is a reason for doing so. It may be effective where the manager believes that the employee is deliberately withholding information or lying. The pause puts pressure on the employee to add to or elaborate on what he or she was saying.Back to topThe conclusion of the interview1.11 Once the interviewer is satisfied that all relevant matters have been raised and discussed, he or she should bring the interview towards its close. This will
Top of Form
Contents
Good practice: Conducting disciplinary interviews 4 Good practice: Conducting disciplinary investigations 13 Good practice: Handling grievances 22 Good practice: Performance management 36 Good practice: TUPE 52 Good practice: Informing and consulting during a collective redundancy process 84 Good practice: Flexible working 108 Good practice: Maternity 127 Good practice: Performance management 160
| | | |
Good practice: Conducting disciplinary interviews TOPICS: terms, conditions and employee rights | policies and procedures | employee relations | employee relations challenges and tools | | |
AUTHOR: Lynda Macdonald
On this page:
Summary
Case study
Questions and answers
Overview
The importance of …show more content…
If the interviewer escaped any blame or punitive action, while the employee receives a formal written warning, the employee might feel aggrieved and have his or her faith in the objectivity of the disciplinary procedure undermined.The pause technique works as its name would suggest. Having asked a question and received an answer, the interviewer refrains from asking another question, instead allowing a pause of several seconds, while continuing to look at the employee as if waiting for a further response. This puts the employee on the spot and will make him or her feel uncomfortable.For this reason, it is inadvisable to use the pause technique unless there is a reason for doing so. It may be effective where the manager believes that the employee is deliberately withholding information or lying. The pause puts pressure on the employee to add to or elaborate on what he or she was saying.Back to topThe conclusion of the interview1.11 Once the interviewer is satisfied that all relevant matters have been raised and discussed, he or she should bring the interview towards its close. This will