A disciplinary investigation is the first important step in carrying out a full and fair disciplinary process. It is one step that employers may find insignificant but, on the contrary, a proper investigation will generally lead to a smoother disciplinary rocedure.
An investigation is key as it is required by the Acas Code of Practice on Disciplinary and Grievance Procedures and will be taken in to account by an employment tribunal when deciding compensation awards. It is usually detailed in a company’s disciplinary policy and procedure which should be followed internally.
Here’s what every business owner needs to know about a disciplinary investigation; (more…)
It’s not uncommon that when an employee makes a complaint about a fellow colleague that employers wish to bury their heads in the sand and ignore the issue.
A getting on with business approach, however, is unlikely to solve the dispute and can cause the situation to spiral out of control. Employers who manage disputes and try to resolve these when raised will see the benefits of taking such an approach.
Nearly all employers are aware of the legal requirement to give new employees a statement of their main terms once they start working for you.
For some small businesses this may be the only documentation they give staff, after all this meets their legal requirements. However, many employers can find that well-drafted and implemented employee handbooks are essential to safeguard their business.
To help you understand how an employee handbook can help both employers and employees, here’s what every small business owners needs to know about them; (more…)
Having to carry out difficult conversations is an inevitable consequence of owning a business and being an employer. When most business owners start employing staff they often haven’t thought of the reality of becoming an employer and having to tackle workplace issues as they arise.
Employers often don’t have the confidence to successfully carry out difficult conversations but avoiding these, and leaving issues to fester, is likely to negatively impact the business and, whilst this may be avoided in a larger business, a lack of productivity, capability or incidents of misconduct can have a serious effect on the business as a whole.
As a small business employer, you can avoid this outcome by being prepared, and facing difficult conversations with confidence in your ability to come to a positive solution. Here’s how; (more…)
Being an employer comes with all manner of responsibilities, not least ensuring the happiness and safety of your staff.
So when an employee approaches you, or the person responsible for HR within your organisation, with a problem or complaint (a grievance) you need to ensure you have the necessary procedures in place to resolve the situation efficiently and fairly.
Failing to recognise and deal with a grievance properly could result in the complaint going to an employment tribunal, which would likely prove to be costly, not to mention a huge strain on time and resources on any small business.
To help ensure, your business avoids such costly distractions, here’s how to prepare for, and manage staff grievances.
It is common knowledge (hopefully) that all employers regardless of size and structure are required to have in place three step disciplinary and grievance (‘D&G’) procedures compliant with the statutory requirements which came into force on 1 October 2004.