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Tue, 29 May 2018

Grievances: Guidance for Employers - Part 4

Employee Grievances: Part 4 Frequently Asked Questions

This episode of the podcast is the final in a mini series focusing on Grievances and how to deal with them.

I cover some of the Frequently Asked Questions about grievance investigations and processes.

In this episode I will cover:

Does the employee who raises a grievance have the right to see witness statements and evidence gathered in the investigation process?
What if the grievance is against the owner of a small business?
If the grievance regarding bullying is upheld does the employee who raised the grievance have the right to know the outcome of the disciplinary process?
Does the employee 'accused' in the grievance have the right to know about the grievance against them?
Should a disciplinary matter or a grievance be dealt with first?
Can the same person investigate and decide the outcome of the grievance?
How do you reach a conclusion where two sides tell different story and there is no evidence?

Action Points

Listen to episodes 1-3 of the Mini Series.
Seek advice and expert support if you find yourself in a difficult or tricky situation.

Useful Links

ACAS Code of Practice Here

ACAS Guidance Here

ACAS Guidance on conducting workplace investigations Here

As part of our HR Harbour annual subscription service for employers we provide guidance and support with grievances and produce a grievance procedure for our clients. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by email alison@realemploymentlawadvice.co.uk or miranda@realemploymentlawadvice.co.uk or by telephone 01983 897003, 01722 653001 or 023 8098 2006

Please do not worry we will not send you spam!

We only use your name and email address for the purpose of sending you our fortnightly newsletter.

We save your data in Mailchimp and you can read our privacy policy here: PRIVACY POLICY

Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh

Direct download: Episode_100.mp3
Category:general -- posted at: 4:05pm EDT

Mon, 14 May 2018

Employee Grievances: Part 3 Conclusion, Appeal & Points to Note

This episode of the podcast is the third in a mini series focusing on Grievances and how to deal with them.

There will be one further episodes on this topic finishing with an episode on Frequently Asked Questions so if you have a question that you would like covered please email me alison@realemploymentlawadvice.co.uk or leave a comment below.

In this episode I will cover:

Things to consider in reaching your conclusion.
How to approach the conclusion and support your findings and outcome.
What to include in your conclusion.
The appeal process.
The importance of considering mediation as an option throughout the process.
What to consider if the grievance is about a colleague or line manager.
How to handle employee grievances raised in the disciplinary process.
Why you need to be cautious with employees raising 'tactical grievances' at the same time as 'without prejudice' settlement negotiations.
How to deal with employees who raise a grievance whilst absent from work due to work stress or for mental health reasons.

Action Points

Ensure that any conclusion you reach in an investigation process is supported by the evidence you have obtained.
Where possible give a full explanation for your investigation findings.
Do not delay in dealing with grievances raised at the same time as a settlement offer.
Seek advice and expert support at the earliest opportunity if a dispute arises.

Useful Links

ACAS Code of Practice Here

ACAS Guidance Here

ACAS Guidance on conducting workplace investigations Here

Don't forget you can contact us by email alison@realemploymentlawadvice.co.uk or miranda@realemploymentlawadvice.co.uk or by telephone 01983 897003, 01722 653001 or 023 8098 2006

Direct download: Episode_99.mp3
Category:general -- posted at: 2:00am EDT

Employee Grievances: Part 4 Frequently Asked Questions

In this episode I will cover:

Action Points

Useful Links

Sign up for our fortnightly newsletter for Employers & HR professionals

Would you like advice about your situation?

Employee Grievances: Part 3 Conclusion, Appeal & Points to Note

In this episode I will cover:

Action Points

Useful Links