The Legal Aspects And Organisational Policies Relating To Discipline In The Workplace
The legal aspects and organisational policies relating to discipline in the workplace
Describe, briefly, the legal aspects of the disciplinary process
Whenever an employer employs someone to work for their organisation they have to give them a contract of employment which states the rules in which they should adhere to whilst working for the organisation. Should the individual do something outside of that contact they could potentially face disciplinary proceedings.
For an organisation to present disciplinary proceedings against an employee, strict guidelines must be adhered too; employers can follow the ACAS code of Practice on Disciplinary and Grievance Procedures. This document is the bare minimum of what every organisation should do.
Also employers must stick to the guidelines as set down in law in the Employment Act 2008, sections 1-7 directly include information relating to dispute resolutions. Every employee who has been disciplined has the right to an employment tribunal as set down in the Employment Tribunals Regulations 2008. This gives the employee a fair way to put there case forward to the organisation to defend themselves and also for the organisation to fairly put their issues to the employee. This is all done through a third party to ensure fairness on both sides.
Should the employer not comply with the legal aspects of a disciplinary process they could find themselves having to pay the employee compensation.
Identify an organisation’s employment policies and procedures that could guide the manager in dealing with disciplinary issues
Within Cheshire Fire & Rescue Service (CFRS) all employees should be aware of the guidance given by the organisation in regards to conduct. Within CFRS there are 2 sets of staff, staff that are operational that adhere to what is called the Grey Book, and staff and are non operation that adhere to the Green Book. There are 2 sets of guidance for employees depending on their role within the organisation.
Should an
Describe, briefly, the legal aspects of the disciplinary process
Whenever an employer employs someone to work for their organisation they have to give them a contract of employment which states the rules in which they should adhere to whilst working for the organisation. Should the individual do something outside of that contact they could potentially face disciplinary proceedings.
For an organisation to present disciplinary proceedings against an employee, strict guidelines must be adhered too; employers can follow the ACAS code of Practice on Disciplinary and Grievance Procedures. This document is the bare minimum of what every organisation should do.
Also employers must stick to the guidelines as set down in law in the Employment Act 2008, sections 1-7 directly include information relating to dispute resolutions. Every employee who has been disciplined has the right to an employment tribunal as set down in the Employment Tribunals Regulations 2008. This gives the employee a fair way to put there case forward to the organisation to defend themselves and also for the organisation to fairly put their issues to the employee. This is all done through a third party to ensure fairness on both sides.
Should the employer not comply with the legal aspects of a disciplinary process they could find themselves having to pay the employee compensation.
Identify an organisation’s employment policies and procedures that could guide the manager in dealing with disciplinary issues
Within Cheshire Fire & Rescue Service (CFRS) all employees should be aware of the guidance given by the organisation in regards to conduct. Within CFRS there are 2 sets of staff, staff that are operational that adhere to what is called the Grey Book, and staff and are non operation that adhere to the Green Book. There are 2 sets of guidance for employees depending on their role within the organisation.
Should an