In an ideal world no disputes would arise at work. However, we do not live in an ideal world and disputes, grievances and disciplinary procedures are common events. The law sets out how these are to be dealt with for the protection of all concerned.
When issues arise at work it’s important to understand how and by whom they will be dealt with. Grievances and disciplinary procedures are designed to create a clear structure for dealing with any problems. It can be a tricky area of law to get to grips with, and there could be a lot at stake.
Simply.Law member employment lawyers are experienced in the how, why, what, when and where details of these matters. It’s important to seek legal advice if you are facing such issues in order to establish how you can proceed and what your options are.
Simply.Law can connect you instantly with your choice of solicitor for immediate advice and guidance on grievance or disciplinary procedure matters.
I’m facing disciplinary action at work, what can I expect?
Employers have recourse to disciplinary action if they have found fault with an employee’s conduct or performance. The purpose of a disciplinary action is to establish the facts and decide on an appropriate course of action to take in response. There may be a disciplinary investigation beforehand and, whenever possible, separate people should carry out the investigations and conduct the meeting.
As an employee you must be informed if there is a case to answer and notified in writing. Any evidence that your employer has collected should also be provided to you at this stage. You should consult your Simply.Law member disciplinary expert lawyer as part of your preparation.
The disciplinary meeting should be held within a reasonable timeframe and you have a statutory right to take someone with you for support. This can be a trade union official, friend or fellow co-worker. The purpose of the meeting is to inform the employee of expected standards of both their conduct and performance. It should also assess whether there are any barriers to achieving this, such as if extra training is needed. Then any goals and timescales for improvement will be decided.
What will the outcome be?
The result of the meeting could be:
- a formal warning, written or otherwise
- similar disciplinary action
- if it is an appeal hearing, then confirmation of the above is an option
Why do I have to go through this process?
It’s very important that the correct disciplinary procedures are followed. It’s necessary to establish the facts correctly and fairly. The process also verifies that your employer is acting within current employment legislation. Any questions that you may have a result of a disciplinary procedure can be raised with your Simply.Law member employment law expert. They will have overseen countless disciplinary procedures and therefore will be ideally placed to advise you constructively and knowledgeably.
If I have a grievance at work, how do I raise it?
All employers should have a grievance procedure for employees to follow. The first step is for you to consider whether your grievance can be resolved informally through your manager or line manager. If you decide that it can’t be, then you can raise a formal grievance in writing, normally through your HR department. Secondly, gather any supporting evidence that you may have in case this then leads to a meeting.
A formalised grievance procedure gives employees a structured course of action to follow in what can be unpleasant circumstances. You are effectively signposted at every step of the way so that your complaint is identified clearly.
Don’t hesitate to contact Simply.Law for help in resolving your employment law issues. Our member solicitors can begin advising you today for advice on how to tackle grievances and a disciplinary procedure. Speaking to an employment law expert can provide huge support and put your mind at rest. That is what Simply.Law is here for.
