Grievance and disciplinary

1654 WordsApr 22, 20157 Pages
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 the
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