1. Disciplinary rules and procedures help organisations achieve the overall purpo of maintaining organisational effectiveness. If disciplinary procedures are managed well, the outcome should help to maintain standards and improve individual performance.
Procedures are a vital source of information for management and employees, and should apply equally to all workers in an organisation. They describe exactly how management should treat people when they have breached any of the rules, and they inform all employees about how they will be treated if they break rules or if their performance falls below agreed standards.
Well maintained disciplinary procedures that all staff are properly trained to implement nt a message to staff that it is management’s intention to treat people fairly and consistently.
The law which effective from October 2004 requires all organisations, even small business, to follow a specific disciplinary procedure when they are planning to dismiss an employee. 拂面是什么意思
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2. Any employee who considers that they have a grievance in relation to their employment is unlikely to be performing to the best of their ability. The effect of failing to resolve employee grievances may include some or all of the following:
· Low motivation
· Poor standard of work
· Time wasting (grumbling to colleagues)
· Poor customer relations
· Poor health and safety
· Reduced production
· Decread worker loyalty
· Low morale.
·
Breakdown of trust between employer and employees
· Loss of morale becau employees feel they may not be treated fairly or they may not be treated fairly or they may not have their complaints taken riously
·浙江余杭 Legal action may be taken against the employer which, regardless of the outcome of that legal action, is likely to incur significant amounts of time and expens
· Loss of reputation—if an organisation gets a reputation for being unfire or ‘heavy handed’ when it comes to discipline, or for not treating employees with respect, then it may prefer to do business with a more reputable organisation.
3. The out line of a disciplinary procedure:麻辣鸡是谁
(1). Purpo and Scope
It designed to help and encourage all employees to achieve and maintain standards of conduct, attendance and performance. This aims to ensure cpnsistent and fair treatment for all.
(2). Principles
a. No disciplinary action will be taken against an employee until the ca has been fully investigated.
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b. An employee will have the right to appeal against any disciplinary penalty impod.
c. At all stages the employee will have the right to be accompanied by a shop steward, employee reprentative, or work colleague during the disciplinary the disciplinary interview.
d. No employee will be dismisd for a first breach of discipline except in the ca of gross misconduct when the penalty will be dismissal without notice or payment in lieu of notice.
e. The procedure may be implemented at any stage if the employee’s alleged misconduct warrants such action.
f. At every stage the staff will be advicd of the nature of the complaint against him, and will be given the opportunity to state his or her ca before any decision is made.
(3). The Procedure
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Minor faults will be dealt with informally but where the matter is more rious, the following procedures will be ud：
Stage1--Oral warning
Stage2—Written warning
Stage3—Final written warning
Stage4—Dismissal
(4). Gross misconduct
If you are accud of an act of gross misconduct, you may be suspended from work on fu
ll pay, normally for no more than five working days, while the company investigates the alleged offence.
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(5). Appeals\
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An employee who wishes to appeal against a disciplinary decision should inform the Human Resources Manager in writing, stating the grounde for the appeal, within five days.
4. The practical measures may include:
· Implement policies and procedures in accordance with ACAS guidelines, which describe how all discipline and grievance issues should be handled
·Make sure that all employees have access to the procedures, and that new employees are introduced to them as part of their induction
· Ensure that staff are trained to handle discipline and grievance correctly at their level and in accordance with the organisation’s policies and procedures
