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Digg it UP - New UK Laws on Staff Dispute Resolution and Disciplinary Procedures
Recently we asked which was more important: new customer growth or repeat business?The answer depends on your business goals. If you want fast-paced quantum growth, you should concentrate energy on adding new customers. But if your goals are more incremental - if you envision continual year over year growth in the 10 to 20 percent range - booking repeat customer revenue is far easier than adding new customers.(Of course, don't lose sight of new customer acquisition; doing so
This may happen after sanctions have already been imposed. The employer must inform the employee of the outcome of the appeal.
The above standards are intended to be a minimum which must be met by all UK employers. However, so long as these minimum standards are complied with, companies are free to personalise the procedures to suit the needs of their own business.
Remember, if a dispute reaches tribunal and one of the parties has not followed the three-step process in full, they will almost certainly face penal
An advertising agency will get your business noticed by those you want to be noticed by. We build interest. We create excitement. If we do our job right, we tell your story like it’s never been told before. If you do your job when new prospects come to you, your bottom line increases, exponentially in some cases. Despite this simple explanation, planning and executing an effective advertising campaign is anything but.Consider that we are bombarded by hundreds and perhaps more than a t
It has long been acknowledged that disputes in the workplace are disruptive, stressful, and costly – both for employers and employees. Once time and legal expenses are taken into account, the average cost of an employment tribunal for a UK employer is ?2,000. In addition, it is said that 50% of employees who take a case to a tribunal end up in lower paid or lower status jobs after the hearing, and almost a quarter find themselves unemployed.
In a recent twelve month period, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manager had not had any prior discussion about the problem.
The new legislation in the Employment Act aims to address these problems by:
- encouraging both employers and employees to discuss disputes
- promoting alternative ways to resolve disputes
- enabling the employment tribunal system to work more effectively.
Since October 2004, all employers and employees have been required to follow a new three-step process when dealing with most dismissals, disciplinary actions or grievances. If they don’t, they could face a financial penalty should a dispute reach a tribunal.
The stages in this new three-step process are as follows:
- Write a letter explaining the issue
If an employer is considering disciplinary action, he must put the reasons for this in writing to the employee. Similarly, if the employee has a grievance against his employer, he must put it in writing in a letter to his employer.
- Have a meeting to discuss the issue
A face to face meeting must take place between the employer and the employee to discuss the issues raised in the letter. There must be a suitable amount of time prior to the meeting for the recipient of the letter to consider the other party’s complaint. Following the meeting, the employee must be informed of the employer’s decision and notified of their right to appeal.
- Have an appeal meeting if required
This may happen after sanctions have already been imposed. The employer must inform the employee of the outcome of the appeal.
The above standards are intended to be a minimum which must be met by all UK employers. However, so long as these minimum standards are complied with, companies are free to personalise the procedures to suit the needs of their own business.
Remember, if a dispute reaches tribunal and one of the parties has not followed the three-step process in full, they will almost certainly face penalt
For many people, undertaking a job search is either a chore or a nightmare. With the right tools and job search help, however, a job search can be an adventure that lands you your dream job. Here are three tips to put you on the path to fulfilling careers.Design a PlanJust as you wouldn't a house without a set of blueprints, you shouldn't conduct a job search without a plan. Your plan should start with your goal. This isn't the career objective that you state at the top of your
In a recent twelve month period, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manager had not had any prior discussion about the problem.
The new legislation in the Employment Act aims to address these problems by:
- encouraging both employers and employees to discuss disputes
- promoting alternative ways to resolve disputes
- enabling the employment tribunal system to work more effectively.
Since October 2004, all employers and employees have been required to follow a new three-step process when dealing with most dismissals, disciplinary actions or grievances. If they don’t, they could face a financial penalty should a dispute reach a tribunal.
The stages in this new three-step process are as follows:
- Write a letter explaining the issue
If an employer is considering disciplinary action, he must put the reasons for this in writing to the employee. Similarly, if the employee has a grievance against his employer, he must put it in writing in a letter to his employer.
- Have a meeting to discuss the issue
A face to face meeting must take place between the employer and the employee to discuss the issues raised in the letter. There must be a suitable amount of time prior to the meeting for the recipient of the letter to consider the other party’s complaint. Following the meeting, the employee must be informed of the employer’s decision and notified of their right to appeal.
- Have an appeal meeting if required
This may happen after sanctions have already been imposed. The employer must inform the employee of the outcome of the appeal.
The above standards are intended to be a minimum which must be met by all UK employers. However, so long as these minimum standards are complied with, companies are free to personalise the procedures to suit the needs of their own business.
Remember, if a dispute reaches tribunal and one of the parties has not followed the three-step process in full, they will almost certainly face penal
Does business branding play a significant role in your marketing campaign? Again, as in other articles, I like to begin with the philosophy behind the subject matter. This establishes the general feeling behind the need for the same.A business decides to employ branding techniques simply to reach their target market. However the philosophy that determines which market and under what exposure is the interesting part.Branding a product means that it must be produced with the cust
Since October 2004, all employers and employees have been required to follow a new three-step process when dealing with most dismissals, disciplinary actions or grievances. If they don’t, they could face a financial penalty should a dispute reach a tribunal.
The stages in this new three-step process are as follows:
- Write a letter explaining the issue
If an employer is considering disciplinary action, he must put the reasons for this in writing to the employee. Similarly, if the employee has a grievance against his employer, he must put it in writing in a letter to his employer.
- Have a meeting to discuss the issue
A face to face meeting must take place between the employer and the employee to discuss the issues raised in the letter. There must be a suitable amount of time prior to the meeting for the recipient of the letter to consider the other party’s complaint. Following the meeting, the employee must be informed of the employer’s decision and notified of their right to appeal.
- Have an appeal meeting if required
This may happen after sanctions have already been imposed. The employer must inform the employee of the outcome of the appeal.
The above standards are intended to be a minimum which must be met by all UK employers. However, so long as these minimum standards are complied with, companies are free to personalise the procedures to suit the needs of their own business.
Remember, if a dispute reaches tribunal and one of the parties has not followed the three-step process in full, they will almost certainly face penal
As a manager, you're expected to decide what needs to be done, gather the resources to do it, and then decide who does what.Okay, managing is a little more than that, but it certainly does include setting goals, gathering resources, and delegating tasks.Now, if you're like many managers, there sometimes isn't any clear line between the work you think you should do, and the work you think your staff should do.In fact, you may not be a "pure" manager (is ther
A face to face meeting must take place between the employer and the employee to discuss the issues raised in the letter. There must be a suitable amount of time prior to the meeting for the recipient of the letter to consider the other party’s complaint. Following the meeting, the employee must be informed of the employer’s decision and notified of their right to appeal.
This may happen after sanctions have already been imposed. The employer must inform the employee of the outcome of the appeal.
The above standards are intended to be a minimum which must be met by all UK employers. However, so long as these minimum standards are complied with, companies are free to personalise the procedures to suit the needs of their own business.
Remember, if a dispute reaches tribunal and one of the parties has not followed the three-step process in full, they will almost certainly face penal
Nothing screams elegance like good quality leather. The quintessential marks of success are good leather briefcases. In the days of old, leather briefcases were mainly used to carry legal briefs to court. Now, however, they exude quality and professionalism, and have since significantly evolved into a status symbol.The Evolution of the BriefcaseLeather briefcases were originally designed after the limp satchels of the 14th century. These satchels were used to carry money
This may happen after sanctions have already been imposed. The employer must inform the employee of the outcome of the appeal.
The above standards are intended to be a minimum which must be met by all UK employers. However, so long as these minimum standards are complied with, companies are free to personalise the procedures to suit the needs of their own business.
Remember, if a dispute reaches tribunal and one of the parties has not followed the three-step process in full, they will almost certainly face penalties.
If an employer fails to follow the new rules, then any award made to the employee by a tribunal will be increased by a minimum of 10% up to a maximum of 50%
If the employee fails to follow the procedure, any award they are adjudged to receive is reduced by a minimum of 10% up to a maximum of 50%.
In light of the new regulations, all businesses need to:
- Understand the new laws
- Review existing disciplinary and grievance procedures
- Put in place new procedures where none exists
- Inform employees of their new rights and where they can go to obtain more information
- Update company documents such as the employee handbook to reflect the new legislation
- Follow the new three-step process when dealing with any disciplinary matters of staff grievances.
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Copyright 2004 David Miles. You are welcome to reproduce this article on your website, so long as it is published "as is" (unedited) and with the author's bio paragraph (resource box) and copyright information included. In addition, all links to external websites must be left in place.
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