Discipline & Misconduct And Grievances Handling Procedures

Somesh Khandelwal

2011/MBA/008

 Misconducts are acts or conducts of employees prohibited under the employee disciplinary rules. A misconduct can lead to disciplinary action taken

against the employee at fault.

Informal action

If the problem continues, you may have to consider formal action. If the issue is settled drop the action.

Taking action

The disciplinary meeting

Appeal

Check : If considering dismissal or other action short of dismissal, follow the statutory procedures.

The statutory procedure involves the following three steps : A statement in writing of what the employee is meant to have done A meeting to discuss the situation and a decision

The right of appeal

The statutory dismissal and disciplinary procedure

You must set out in writing the employees alleged conduct or characteristics, or other circumstances, which lead you to consider dismissing them or taking disciplinary action against them.

Step 1

You must send the statement (or a copy of it) to the employee and invite them to attend a meeting to discuss the matter.

Hold a meeting with the employee and their colleague or trade union representative

Step 2

(if they wish to be accompanied) Tell the employee your decision

If the employee wants to appeal, you should hold an appeal meeting

Step 3

Tell the employee your final decision

GRIEVANCE HANDLING PROCEDURE

Grievance procedure vary from industry to industry and from trade union to trade union because of the variations in the size of organizations, trade union strength, the management philosophy, the company traditions, industrial practices and in the cost factor.

An informal discussion between the employee and the line manager is often the best way to deal with the matter

Employees should tell the employer about their grievance.

Hold a meeting in private and remind the employee of their right to be accompanied at the meeting Consider a response: Tell the employee in writing of your decision Arrange an appeal if necessary A more senior manager should hold the appeal (where possible)

Thank You