Grievance and disciplinary - 1654 Words

Critically explain the key skills required to prepare, conduct and conclude grievance and disciplinary cases effectively (40%) Discipline and grievance are often put together, however, ‘most organisations try to keep discipline and grievance apart, therefore to distinguish the idea that there are a number of conceptual and practical differences between discipline and grievance’ (Dundon and Rollinson, 2011). Discipline is defined as ‘some action taken against an individual who fails to conform to the rules of an organisation of which he or she is a member’, (Wheeler, 1976, as cited by Dundon and Rollinson, 2011). The grievance procedure can be defined in many ways, the International Labour Organisation defines grievance as follows,†¦show more content†¦When preparing for a grievance meeting, managers should arrange a meeting in private, consider having someone that is not involved in the case to take notes, consider any special requirements for the employee if they have difficulty conversing in English, or is perhaps disabled and consider whether to offer independent mediation. When conducting the grievance meeting, managers are expected to make introductions as necessary, give the employee an opportunity to restate their grievance and how they wish for it to be solved, put care and thought into resolving the grievance, consider adjourning the meeting if it is necessary to investigate any new facts which arise and sum up the main points from the meeting (ACAS, 2015). When concluding the meeting, it is important for the manager to keep the employee in the know by informing them on when they can expect a response if one cannot be made immediately (ACAS, 2015). Disciplinary procedures follow a similar process to grievance procedures although they are not exactly the same. For example, employers should talk to the employee in private if they feel the employee is not performing to expected standards. The discussion should be encouraging performance and any criticism should most definitely be constructive in order to keep the rapport intact. The manager should make it clear to theShow MoreRelatedDispute Resolution Rules And Procedures1510 Words   |  7 PagesSUBJECT: Grievance and Dispute Resolution Rules APPLICABILITY: All Positions NOT identified on APPENDIX B listing  ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬______________________________________________________________________________ I. PURPOSE The purpose of these rules and procedures is to establish a dispute resolution process pursuant to Arkansas Code Annotated  §Ã‚ § 21-1-701 through 704 for the prompt review, impartial consideration, and equitable disposition of Arkansas state employee grievances. TheseRead MorePerformance Management1540 Words   |  7 Pages Learning outcome 4: be able to understand and apply the organization’s disciplinary and grievance procedures 4.1 The philosophy and principles of the organization’s disciplinary and grievance procedures 4.3. Summaries the key aspects of legislation that applies to an organization’s disciplinary and grievance procedures: The key aspects of the legislation that applies to an organization’s disciplinary and grievance procedure are frameworks with provide clear and transparent structuresRead MoreAssignment 4dep Cipd Human Resources Level 3 Essay978 Words   |  4 PagesREPORT ON THE GRIEVANCE BETWEEN MRS SMITH AND MR HAMILTON 1.0 TERMS OF REFERENCE On 24th October 2012, the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal report had not resolved the matter and therefore reported the grievance formally in writingRead MoreEmployment Law Essay1288 Words   |  6 PagesEmployment Law Introduction; To what extent does the obligation to maintain mutual trust and confidence ensure fair dealing between the employer and employee in respect of disciplinary proceedings, suspension of an employee and dismissal? Mutual trust and confidence:- There are certain duties that an employer has to apply to its employee. This is to obtain a mutual obligation of trust and confidence between each other. A duty of cooperation is owedRead MoreWhat Is Telus Communication Company Ensure High Quality Service? Essay1322 Words   |  6 Pagesdiscrimination or unseemly behaviour will not be condoned under any situation and disciplinary actions will be taken against any employee or volunteer who violates this policy. Telus Communication Company encourages all employees and volunteers to resolve any problems or issues that they may have in the organization at the earliest opportunity with their supervisors and managers in their respective departments. Grievances can be made verbally or in writing and will be handled in a timely and diplomaticRead MoreCase: Acme Manufacturing Company Case United Machine Workers1118 Words   |  5 Pagesany inappropriate or insufficient conclusions when presenting a final resolution in times of a dispute. The case to be evaluated in this assignment is the result from an opposing perception of an issue in which both party’s are involved. The grievance is the result from the opposing views on a subordination matter; that of the management’s perspective and that of the employee. The case to be evaluated can very easily occur in an actual situation and I would like to write this analysis from theRead MoreShould Professional Negligence Or Misconduct?1719 Words   |  7 Pages Ultimately, a well managed organisation rarely has to resort to disciplinary measures, but if needed, it is essential that the procedure is adhered to precisely. It is also worth mentioning that employers should aim to improve and not punish employees, but this is not always the case. If and when a disciplinary procedure is needed, the organisation must follow a code of practice which will be set out in the company’s disciplinary policy. Every case is different, so it is important that an investigationRead MoreIssue Within Treadway Tire Company: A Case Study1138 Words   |  5 PagesRubber Workers. There were various stipulations made by the union contracts including job classification, rates of pay, schedules for the increments of pay, working overtime rates, benefits, the safety and health standards as well as addressing any grievances that the hourly employees might have in the plant. These hourly line production employees are under the supervision of the line- foremen and this is where the root cause of the turnover arises from. The line foremen feel as though they are pulledRead MorePositive Discipline in the Work Place Essay1094 Words   |  5 Pagestemper, 3) taking no disciplinary action, 4) being unfair or not consistent, and 5) acting as a therapist. Marcia Pulich says that the solution to this type of problem is to 1) ask yourself how you can be adding to the problem, 2) focus only on work, 3) recognize the positive aspects of the employee, 4) be formal, 5) be clear in communication, 6) treat all employees equally, and 7) use discipline if an employee is not productive (Pulich, 1986). But the purpose of a disciplinary action should be toRead MoreContemporary Views and Theories on Motivation.1063 Words   |  5 Pageswithin an organization that mainly focuses on recruiting managers, supervisors, lower level staffs and providing direction for the people who work in the organization by dealing issues related to staff such as hiring, performances, motivating, disciplinary procedures ,staff turnovers, training and monitoring performances, appraisal, counseling, compensation, safety, wellness and benefits to fill those needs. *Explain how HRM can enhance performance in an organization? Organizations need resources