Stand-alone CD-ROM Participants are asked to write the letter to the employee, and then check against a list of recommended points to include. The groups are asked to place them in the order which they think would form an appropriate agenda. These grievance and disciplinary policies and procedures are comparatively more important for the employers as a fair and comprehensive disciplinary procedure is necessary to … We did have an age discrimination act in the UK Grievance resolution process: listen carefully, acknowledge the grievance, gather facts, keep an open mind, investigate the cause of the grievance and take appropriate action. Importance of Grievance and Disciplinary policies and procedures for the employers. A grievance is a concern, problem or complaint that a member of staff raises. 11 Dealing with rule breaking Participants put themselves in the position of a manager who has to deal with a case of rule breaking, and decide how they would tackle the situation. 25 Notification of the result of appeals This activity follows on from Case study 24 Dealing with appeals. 27 Dealing with gross misconduct Gross misconduct is behaviour that is totally unacceptable and so serious that it justifies summary dismissal. Employee grievance case study 1. 12 Dealing with unacceptable behaviour Complaints from employees about unacceptable behaviour should be investigated as quickly as possible, and dealt with in a non-judgemental manner. Unfortunately, Derek had no HR tr… Participants are provided with cards containing statements, from which they have to choose those which contain useful information on effective disciplinary procedures. In Ramphal v Department for Transport, the Employment Appeal Tribunal (EAT) looked at the influence by HR during a disciplinary process.. The need to investigate fully before taking any decision is also emphasised. 18 Setting the interview agenda In this activity, participants think about the stages of a disciplinary or grievance interview. Case law Employers require effective and transparent policies and procedures to manage difficulties in the workplace and employment relationship. All Rights Reserved. Recognising the sensitivities of the potential racial motives for the inappropriate behaviour, delicate questioning techniques facilitated the process, as naturally some employees were concerned that they would be seen as “blowing the whistle” which may lead to issues for others. Discipline and Grievance: 30 case studies and activities covers the full range of issues relating to discipline and grievance, from informal and formal interviews and warnings to record keeping and appeals. The outcomes of the meeting are described in the case, then participants are asked to write the letter outlining the disciplinary decision in this case, a written warning. Topic of the week: Disciplinary suspension case study Employers should not impose periods of suspension during the disciplinary process unless it is absolutely necessary to do so. Participants then use this set of cards to identify the constituents of good disciplinary procedures. 21 Recording actions This activity uses a case study to illustrate what might happen if managers fail to keep accurate records of disciplinary discussions and actions taken. They are asked to change these statements into more objective ones, and to advise how the manager could improve her approach. 29 Understanding capability Since poor performance is generally not a conduct issue, many organisations treat it under a capability procedure. These are just a few examples of the types of incidents that can happen in the workplace. The issue becomes a case of misconduct. Solutions for HR ensured that a fair and robust investigation was carried out. Any decisions to suspend or dismiss etc must be taken by that specified manager. In this case, a compliance inspector was dismissed for misconduct related to his claims for expenses. WordPress website developed as part of a. The “Acas code of practice on disciplinary and grievance procedures” provides employers with the principles for handling workplace disciplinaries and grievances. The client had received concerns from numerous employees relating to a colleague’s inappropriate behaviour on the shop floor. Next, they are allowed to make notes while listening. 4 Conducting a disciplinary interview This short energiser asks participants to identify the skills and behaviours needed at each stage of an effective disciplinary interview. Whatever the reason, if the person responsible does not act immediately and appropriately the situation will deteriorate. Tips and advice on how to protect you and your business. They make recommendations for improvements where necessary. This is a simple activity, which can be run as a quick energiser. Grievance templates Your grievance rules and procedures should be set out in writing and follow the good practice principles set out in the Labour Relations Agency (LRA) Code of Practice on Disciplinary and Grievance Procedures . Our client was a specialty food distributor with approximately 50 employees who had recently undergone a merger. We notified the employee of the arrangements of the appeal hearing, ensuring that the ACAS Code of Practice and associated Guidance on Disciplinary and Grievance matters was followed, and that there was compliance with the requirements for a fair appeal process set out in related case law. 5 A first written warning This case study provides the details of an interview that results in a first written warning. from the disciplinary and grievance can be heard at the same time, as the bias allegation will form a ground of appeal against the disciplinary decision just as it will the grievance decision. They had received a grievance and counter-grievance between two managers working together in one care home but despite both informal and formal attempts internally to address the grievances and the underlying working relationship, everything failed. A grievance handling case study example from Solutions for HR. The activity examines the sort of actions that organisations generally classify as gross misconduct, and looks at the difference between summary and instant dismissal. A disciplinary procedure and grievance procedure permit employers to deal fairly and consistently with employee misconduct and complaints from employees about the workplace.. Public sector SME [138kb] - staff attended 'Discipline and Grievances' and 'Conducting Investigations' workshops and give their views on the impact ; Innovative Workplace case studies. A Case Study On Grievance Handling ... #Termination Policy #Terminating An Employee #Offer Letter #Minimum Wages #Bonus Payment #Gross Earnings #Project Manager #Disciplinary Action #Employer Contribution #Esic #Standing Orders #Natural Justice #Provident Fund #Occupational Safety #Salary Structure #Social Security. It will help participants to realise that formal disciplinary action is not always appropriate and that, under the right circumstances, an informal approach can achieve better results. Participants are asked to consider what they think is the appropriate lifespan for various disciplinary warnings and to answer the question: What is a wipe-clean policy? Participants brainstorm the key points that should be included in a briefing to managers, to help them prepare effectively for a disciplinary interview. You can unsubscribe at any time. In this activity, participants follow the actions of a manager dealing with poor performance, to decide what he did right and what he did wrong. Sometimes this can be less than ideal it could be due to other work factors, it could be due to lack of skills or knowledge, it could be due to factors outside work. Can you start an essay with there. He wants to initiate formal disciplinary action and needs advice on how to do this while ensuring that all employee rights are protected. Case studies Take a look at our case studies, which demonstrate the depth and breadth of HR, Employment Law, and Health & Safety support we provide. 3 Setting up a disciplinary interview This case study illustrates the importance of preparation and planning for disciplinary interviews. The grievance could be about anything in relation to the workplace. 6 Effective grievance procedures Participants choose cards that enable them to draw a diagram to show the different stages of a grievance procedure. He has responsibility for HR and appointed us as his advisers to support him in staying legally compliant. They then provide advice on how to deal further with the situation when the bully fails to comply with the agreement made at the hearing. This activity emphasises the need to respond in a timely and unambiguous way, to send a single message that breaking the rules is not acceptable behaviour. 8 Beating the bully Dealing with grievances involving bullies can be difficult. It is a really good example of how essential it is to get disciplinary and grievance procedures absolutely right every time in order to comply with employment law and to succeed in Employment Tribunal hearings if the matter progresses that far. Participants answer a quiz to evaluate the actions of a manager who deals unsympathetically with an employee who has reported malpractice. 22 Using specialist resources This activity illustrates different instances where the most appropriate action includes referral to an outside agency, which is better equipped than the manager to help the individual. Participants read four short case studies, make notes on the different situations, and decide whether or not they think formal disciplinary action is needed. When you are working with inexperienced participants, the checklist can be issued earlier in the activity, to help them to construct the letter. 24 Dealing with appeals This activity uses a scenario to illustrate the situation leading up to an appeal and includes an appeal letter and a notice of appeal meeting for participants to assess. The contents of the letters are discussed and developed, and any additionally required material is agreed. 2 Active listening Participants, in pairs, read short scenarios to each other. 14 Dealing with serious cases Participants read a case study, and make brief notes on the different actions of the manager before identifying whether or not the employee has a case for appeal under the three-step statutory procedure. Case study pack No. Participants decide whether this advice was correct, and explore the concept and the definition of constructive dismissal. The initial concerns related to events impacting on the effective running of the machinery, however suspicions were growing about why these events were happening, which included potential sabotage, racial abuse and victimisation towards a work colleague. Disciplinary suspension: case study 2. Discipline and Grievance Disciplinary for employee who faked illness Employee faking being ill and then not returning to work Situation An employee in the finance team went off “sick” on a Friday but failed to arrive for work or make contact with the office in Winchester the following week. The trainer provides each group with a full set of cards containing the various stages of an interview. This case study is based on real life events and on the actual approach taken by Jay Webb as the appointed independent HR professional. Importance of Grievance and Disciplinary policies and procedures for the employers. They consider the problems this can cause, and see the difficulties which can arise through the different values and beliefs held in a company. Participants read two examples of such situations. There are no items in your shopping cart. Names have been changed for confidentiality reasons. The client had received concerns from numerous employees relating to a colleague’s inappropriate behaviour on the shop floor. Ltd. 1998 - 2018. 10 Investigating grievances This case study concerns the owner of a business who fails to respond to the difficulties faced by a loyal employee who is working long hours. Participants read a case in which the manager does not plan well. Here you’ll find information on disciplinary and grievance procedures, conflict resolution and the Acas Code of Practice. Managers and team leaders are responsible for the performance and behaviour of themselves and their teams. © 2021 Solutions for HR. Solutions for HR ensured that a fair and robust investigation was carried out in line with the Acas Code of Practice. The principles involved in dealing with poor performance, and the procedures followed, are discussed and agreed. The activity requires an initial introduction to the three-step statutory procedure, and then the trainer facilitates the feedback session and debrief. Disciplinary & Grievance Case Study. The activity will help participants consider cases on an individual basis, whilst also ensuring that there is fairness and consistency across the organisation. Formal Verbal Warning Stage 2. Case Study Grievance Steve is the general manager of a UK company. This activity needs very little introduction. The manager carrying out the investigation and disciplinary proceedings sought advice from HR throughout the process. Participants help the manager decide what to do. The case resulted in a summary dismissal. on discipline and grievance, for reinforcement. We cannot respond to questions sent through this form. For example, reference to an issue in an email may be treated as a complaint and be addressed through the grievance procedure. Put simply a grievance generally comes from an employee aimed at their employer, whilst a disciplinary comes from a employer aimed at their employee. Participants are provided with relevant background information and the notice of the disciplinary meeting. I use these in a number of ways - some are just brief role play type parts, others have a great deal of information in them like case studies that have to be discussed, I also have created several versions of Disciplinary Consequences which particpants find very interesting to play with. It is a practical resource for all trainers and managers to use to develop those who deal with discipline and grievance at work. The point is also made that it is preferable to deal with cases of harassment internally and informally where possible. For sample templates to help you deal with grievance, discipline and dismissal situations, see relevant sections below. Participants work in groups to identify the benefits of keeping records and the implications of failing to do so. Employers should also follow the Acas Code of practice on disciplinary and grievance … ABOUT WATSON PUBLIC LTD: Watson Public Ltd Company is well known for its welfare activities and employee oriented schemes in manufacturing industry from more than ten decade Consist of 800 workers 150 Administrative staff 80 Management Level Employees Top Management … This came to the attention of the Finance Director along with some ‘stories’ about the nature of what he … The initial concerns related to events impacting on the effective running of the machinery, however suspicions were growing about why these events were happening, which included potential sabotage, racial abuse and victimisation towards a work colleague. Participants are asked to produce a phrase that provides an overview of the purpose of discipline, written so that the initial letters spell ACT FAIR. Participants read the case studies and discuss what the manager should do next in each case. 7 Respecting confidentiality In this activity, participants compare and contrast the different approaches of two managers dealing with reported grievances. If you have a question about your individual circumstances, call our helpline on 0300 123 1190. © Multi Media HRD Pvt. It is a practical resource for all trainers and managers to use to develop  those who deal with discipline and grievance at work. Getting it wrong can be costly. Essay english pt3: first person vs third person essay case study Employment grievance knowledge is power on essay. Hi Derek, I've taken some very well known cases and created 'parts' for them. Participants then compare how many of the key facts from each passage they were able to recall, and decide which method will help them to listen most actively. 9 Whistle-blowing This case raises awareness that other procedures, such as a whistle-blowing procedure, may be cross-referenced to discipline and grievance procedures. 23 What is a wipe-clean policy? As a result, the company had relocated and all office-based staff except Board Members were now working in an open plan environment. Discipline and Grievance: 30 case studies and activities covers the full range of issues relating to discipline and grievance, from informal and formal interviews and warnings to record keeping and appeals. First Written Warning Stage 3. A workplace grievance refers to a formal complaint raised by an employee to an employer. Priya.S Priyanga Krishna Moorthy Rajesh Kumar.K Sajitha Farveen.S 1 2. A Sample Disciplinary and Grievance Procedure is contained in the Employee Handbook Template Section of this website. The case study looks at a situation in which an employer is considering whether or not to suspend an employee who has had an allegation of verbal abuse made against him. 1 Questioning skills Participants read a dialogue between a manager and an employee, taken from a disciplinary interview. Participants read the case study and then assess the accompanying paperwork and how appropriate it is for the situation. / Site technology powered by WebShop from Computer Analytics, Use of this web site constitutes acceptance of our, Test your computer's suitability for this web site by using our, Case studies provide realistic situations that people can relate to, Deal with sensitive, persistent and difficult situations, Give people the skills and confidence to tackle these issues, Learn the stages and procedures of discipline and grievance, Understand the actions and responsibilities of individuals and the organisation. Organisational and employee-related factors are considered, in order to help achieve this balance. We’ll keep you up to date with all the latest in employment law and HR. 20 Dealing with persistent offending A worker fails to make changes in behaviour agreed at an earlier informal meeting, so formal disciplinary action is taken. This can lead to loss of productivity and morale throughout the whole team involved, as well as causing all the additional work, worry and hassle of formal procedures, and potentially, employment tribunals. grievance by outlining the nature of their complaint in writing. The client is a textile manufacturer with a diverse portfolio of operations supplying to the automotive, furniture, bedding, civil engineering, aerospace and construction industries. As an alternative, participants can be asked to conduct a briefing on preparing for a disciplinary interview. The point is made that disciplinary action should be based on fact, not on opinion, and must be concerned with behaviour, not an attack on an individual. We consider whether or not it is appropriate to impose periods of disciplinary suspension on them. Participants read a case study that describes three different behaviours, and they consider which actions might constitute gross misconduct. Solutions for HR supplied the evidence and witness statements to the client as part of a detailed investigation report, outlining recommendations for formal disciplinary action. In the first, the manager does not respond immediately whereas, in the second example, he does. All Rights Reserved. The activity can be linked to the Fenman video/DVD, Act Fair! Printed Toolkit + CD-ROM. Stage 1 The cases stop at this point, so that participants can consider what might happen next. Please do not include any personal details, for example email address or phone number. Sample 2: Grievance Letter to Employer. 17 Preparing for a disciplinary interview A structured approach to preparation ensures that all relevant facts are available at the meeting, and that everyone involved is fully prepared. She made a complaint to her Manager, Derek, saying that she was struggling to cope with a colleague who had been abusive to her and had made cruel remarks about how she dealt with the customers. If you’d like to ask us any questions, key contacts are included at the end of each case study. Case Study Labour Relations: Grievances However, a week after the memo was sent out, the employer terminated an employee, Guillemot Garden, who was a participant in the campaign organizing, for failing to follow proper lifting procedures and lying when questioned about his actions. The first case study states the result of Jennys appeal hearing, then participants are asked to write to her, confirming the result. They work in groups to reach an understanding of what should be included in each stage of an effective procedure. Details on how to Conduct an Investigation are outlined in the Bullying and Harassment Section. In this activity, participants draw up a checklist to help a manager prepare for a hearing concerning a grievance about bullying behaviour. The deteriorating relationship and the escalating allegations made in the grievances started to have a significant impact on other members of the care h… The activity demonstrates the importance of respecting confidentiality and can be used as a short energiser. Participants work through a number of multiple-choice questions to decide what the owner should have done to avoid this situation. Studies Grievance Examples Case Of. He didn’t have any issues with Jenny’s performance and thought that she should deal with it herself. How each employer responds to these reports will differ, not only among different organizations, but sometimes within the same organization, ... •Take disciplinary … There should always be an avenue for Employees to raise a grievance or to have an issue resolved. Select a format A series of case studies from an in-depth support initiative for organisations seeking to improve performance: 15 Is disciplinary action necessary? This case highlights the importance of having written policies and procedures in place, especially in the areas of grievance and discipline. An essay on importance of discipline in life This case requires very little experience or knowledge of disciplinary or grievance procedures, so it can also be used as a short introduction to the topic. It can also be run as a role-play in which participants are asked to demonstrate the various appropriate skills and behaviours. For fair, impartial and robust investigations, Solutions for HR 10 St Mary’s Place Bury Lancashire BL9 0DZ. Read details of the brief, solution and result. Employers should have a disciplinary, grievance or dismissal policy which specifies the manager with the authority to hear the case. Derek wasn’t sure how to handle the situation as it seemed very petty to him. In the third case (selective with evidence), this doesn’t require putting the disciplinary on hold and going through a grievance process. This case study looks at a situation in which allegations of serious misconduct have been made against two employees. Evidence was also explored and captured on social media sites which supported the concerns of racial discrimination, but as the individual had named the company on his profile, also raised concerns regarding the company’s reputation. First, they have to listen, and then write down only what they can remember. Our client provides elderly, nursing and specialised care in a chain of residential homes across the Home Counties. In this activity, participants read about the case of an employee who has been advised that he has a case for constructive dismissal. It can be linked with Case study 18, which explores the stages in the interview agenda. Our involvement provided an impartial investigation for the client to enable management to pursue disciplinary proceedings internally. What is a grievance procedure? However, please note that a grievance complaint does not have to refer to a formal grievance procedure. Examples include drug abuse, alcohol abuse and stress-related illnesses or family guidance. 30 Disciplinary penalties This short energiser tests participants knowledge and understanding of factors to take into account when deciding on what disciplinary penalty to set. In the second case study, the disciplinary decision is upheld at an appeal hearing, and participants are asked to write this letter as well. A case study on mental health spanish essay example, my dog essay for class 4. 26 Constructive dismissal Managers of people at every level must be keenly aware of the concept of constructive dismissal, in order to avoid any situations that might lead to such a claim. For example, on the grounds of personal hygiene, attitude, or capability for the job Studies Grievance Examples Case Of. In groups, they are then asked to identify the different types of question used within the dialogue, and to discuss the benefits of using each question type. 28 Being objective Participants read a case study where a manager uses subjective comments and expresses personal opinions in a disciplinary interview. Case Study: Managing Employee Discipline Mr. Harry, Branch Manager, Luxemburg Main Branch of XYZ Bank was wondering as to what could be done to restore the punctuality of the staff in his branch. The aim of this case study is to give you an idea of the processes involved when performing a grievance … 1 A core function of the UK Research Integrity Office is to provide independent, expert and confidential advice on the conduct of research, from promoting good practice to addressing allegations of misconduct. While the case is not binding and is likely to be appealed, it is the first in what will be a line of cases dealing with employment status in the gig economy. The typical stages of the formal disciplinary process include: Stage 1. 13 Effective disciplinary procedures This straightforward activity requires participants to think about what should be included in an effective disciplinary procedure, and to separate good points from bad. The company were able to review the full suite of evidence supplied and take the appropriate steps to formally address the matter, with independent support and advice provided by Solutions for HR throughout. Following initial advice to the company to suspend the employee on full pay, Solutions for HR began a formal investigation into the concerns by interviewing the perpetrator, victim and witnesses. Shortly after the relocation, there were rumours amongst staff that one of the male senior sales managers was spending a lot of time on the internet for personal use. Participants also learn how easily the confidentiality rule can be broken. 19 A first-time disciplinary meeting An otherwise excellent worker, who is a poor timekeeper, fails to improve his punctuality, despite agreeing to do so. 16 Acting fairly This activity stresses the importance of using the disciplinary procedure in a positive way, to change behaviour rather than to punish an individual. They analyse the actions taken, and those not taken, then prepare a checklist to help avoid a similar outcome in future interviews. Jenny was an Administrator in a large retail company dealing directly with customers on a daily basis. We provide a second case study around disciplinary suspension. The activity can also be run as a role-play between the manager and the rule breaker. The employee submits a written grievance, but at the grievance hearing, the owner does not appear to understand her case and the employee is not happy with the outcome of the meeting. 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