Unfortunately, at some point disciplinary matters and grievances are likely to arise in the workplace.
Talk to Banner Jones. We are ready to help you.
Disciplinary matters arise where, amongst other things, an employer takes action in relation to allegations of misconduct or poor performance. Grievances, on the other hand, arise where an employee has a complaint, concern or problem about any aspect their work.
It is essential for employers and employees that there is a clear and fair framework in place to deal with discipline and grievance issues when they arise.
The ACAS Code of Practice on Discipline and Grievance sets out best practice for how discipline and grievance issues should be dealt with in the workplace; and employment tribunals can adjust awards of compensation (up or down) in successful claims by up to 25 per cent to take account of any failure by an employer or an employee to follow the advice of ACAS in the Code.
We can help with any stage of the disciplinary and grievance process. We are able to help guide you through the process to ensure that the process is fair and legally compliant.
We offer a full HR service and can provide you with a fully qualified HR specialist to undertake investigations, attend hearings with you to provide support or if necessary, to act as the decision maker in any hearing, including appeal hearings.
In addition, when grievance issues arise, we can offer third party impartial mediation services to you and your employee to try to resolve problems in the workplace and reduce the risk of the employee bringing a claim. Mediation is also recommended in the ACAS Code of Practice, so taking part in mediation can help you to show that you have complied with the Code if you need to in any subsequent claim.
We have put together a Disciplinary Action Guide for Employers featuring procedures, problems and grievances.
Mrs L, Old TuptonKatie is understanding, considerate and very kind and thoughtful in her manner.
Talk to Banner Jones. We are ready to help you.
If you interview someone in their sixties and they turn out to be as good or even better than your current employees in their twenties you should not let their age be a determining factor as to whether you hire them or not. Since October 2006 it has been unlawful to reject anyone for an interview based on their age. There is not a lot employers can do to control the age of their workforce therefore you would potentially have to recruit someone in their sixties even if you have a younger workforce.
Planning a work Christmas party? Here, our Banner Jones Employment Law experts in Sheffield, Chesterfield and Mansfield give you essential tips to avoid legal pitfalls at the Christmas party and protect your business.
There are many factors to consider when selling a business and it isn’t something that should be entered into lightly. Our free guide runs through some of the important considerations this involves.
This guide will help you understand what to look for in finding and buying the ideal commercial premises for your needs.
Our Business Legal Services team pride themselves on being able to offer high quality ‘city style’ advice in a user friendly, cost effective manner to local, national and international businesses.
In this issue we cover lots of topical business issues and challenges from Mergers, Layoffs, Going Global, Commercial Property and more
The cost of defending Employment Tribunal cases can vary significantly and could cost your business anything from £10,000 to £50,000. Then if the claimant is successful, there will be the cost of compensation on top of this. The average award for an unfair dismissal case in the UK is a little under £7,000, with claims resulting from discrimination costing significantly more. Businesses also need to consider the hidden cost of employment law claims caused by the damage it can do to their reputation as an employer and as a business that clients and customers want to work with. Often this cost can be more damaging than the award itself.
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Over time, the gap between women’s and men’s median hourly earnings has been narrowing. In fact, according to the Office for National Statistics (ONS) it has fallen by over a quarter among full-time employees in the last decade.
In April 2017 employers with over 250 staff became obliged to report on gender pay gaps. Here are some tips that your business may wish to consider.
The recent case of two young lovers whose amorous emails to each other were mistakenly copied to the wider world emphasises all too clearly why firms need an “email, internet and social media use” policy for all members of staff.
We have put together a Disciplinary Action Guide for Employers featuring procedures, problems and grievances.
Companies are within their rights to monitor the private online activities of their employees when they are in the office.
Mrs L, Old TuptonKatie is understanding, considerate and very kind and thoughtful in her manner.
Mr. Richard Kay, Operations Manager, Stagecoach East MidlandsWe have used Banner Jones for employment advice for over 20 years and the team have always found the best approach to resolve our problem
David Hart InXpress Sheffield“Katie Ash recently reviewed an employment agreement for me and provided extremely sound and practical HR advice. She took the time to understand my background and business requirements, which proved invaluable for me to reach the right professional solution. She displayed wide industry knowledge in HR employment matters and I would, without hesitation, recommend BannerJones and their legal and consultancy services provided by her.”
Mr A, ChesterfieldExcellent service due to business relationship with our solicitor.
Mr P, RotherhamService was incredible. Lee Foster made the transition smooth and easy. Thanks Lee!
