All you need to know about discipline and dismissal

643 views
502 views

Published on

Employment Law Update with a complete synopsis of everything you need to know about discipline and dismissal, focussing on the grounds for dismissal, handling a disciplinary matter, suspension, investigation, disciplinary sanctions and the overlap of discipline and grievance

Published in: Business, Career
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
643
On SlideShare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
27
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

All you need to know about discipline and dismissal

  1. 1. Discipline and Dismissal Donna Ingleby Ed Jenneson
  2. 2. Topics for today's briefing: Capability Procedure Grievance Procedure Planning and Compulsory Purchase Act 2004 The ACAS Code
  3. 3. Unfair Dismissal – The Start Point The Employment Rights Act 1996 - S94 “An employee has the right not to be unfairly dismissed by his employer”
  4. 4. Pre-Conditions of a claim • The Claimant was employed under a contract of employment • The Claimant was dismissed for one of five fair reasons • The Claimant was employed for the necessary qualifying period - 24 months
  5. 5. Automatically Unfair Dismissal Union membership Health and safety related dismissals Dismissal for asserting a statutory right Family related dismissals Public interest disclosure cases
  6. 6. The Five Fair Reasons to Dismiss (S98 (2) Employment Rights Act 1996) • Capability or qualifications – Means his capability by reference to skill, aptitude, health or any other physical or mental quality • Conduct • Redundancy • Contravention of a statutory enactment • Some other substantial reason (SOSR)
  7. 7. Unfair Dismissal • The General Test of Fairness Section 98 (4) Employment Rights Act 1996 “Whether in the circumstances (including the size and administrative resources of the employer’s undertaking) the employer acted reasonably or unreasonably in treating it as a sufficient reason for dismissing the employee” • Range of Reasonable Responses • Substantive Fairness • Procedural Fairness
  8. 8. Procedural Fairness Continued Importance of the ACAS Code of Practice 1. Deal with issues promptly 2. Act consistently 3. Investigation 4. Inform employee of problem 5. Allow an employee an opportunity to put their case 6. Allow an employee to be accompanied 7. Allow a right of appeal against any decision made Note Uplift up to 25% for unreasonable behaviour
  9. 9. Discipline and Unfair Dismissal Preliminary Issues 1. Internal disciplinary procedure 2. Disciplinary Rules 3. Formal or informal proceedings 4. Suspension
  10. 10. The Investigation 1. Identify investigating officer 2. The investigatory meeting 3. Meet with employee 4. Meet with relevant parties 5. Statements and supporting documents 6. Reluctant witnesses/anonymity
  11. 11. The Disciplinary Hearing • Identify Chair • Notify employee in writing: – Detail allegation – Written statements – Written evidence – Possible consequences – Time and place – Right to be accompanied
  12. 12. Conducting the Disciplinary Hearing The Objective: to establish the facts • Introduce those present and explain their role • Introduce and explain the role of the companion • Explain the purpose of the hearing • Explain how the meeting will progress • State the complaint and itemize all evidence to be relied upon • Adjourn: – to allow a cooling off period; – to investigate further; – to make a decision
  13. 13. The Right to be Accompanied • A fellow worker • A Trade Union representative • A Trade Union representative certified as competent and able to attend
  14. 14. The Role of the Companion 1. To put the employee’s case 2. To confer with the employee 3. To sum up the employee’s case 4. To respond on behalf of the employee to any views expressed
  15. 15. Issues Arising • Tape Recording • Choice of companion • Overlapping grievances • Long term absence
  16. 16. Disciplinary Sanctions • Formal verbal warning (6-12 months) • First written warning (12 months) • Final written warning (12 months) • Dismissal (with or without notice) Alternatives to dismissal • Demotion • Suspension
  17. 17. Disciplinary Sanctions Consider: – Disciplinary rules – Consistency – Previous record – Length of service – Mitigation – Support/training/adjustments
  18. 18. The Appeal • Grounds of appeal should be in writing • Identify chair • The role of the chair • A re-hearing or review The Outcome • Original decision will be upheld • Original decision will be revoked • Original decision substituted for a less or more severe sanction
  19. 19. Constructive Unfair Dismissal (Section 95 Employment Rights Act 1996) • The Claimant must establish: – A fundamental breach of contract (express or implied) – That he resigned in response to the breach – No affirmation of the breach
  20. 20. Constructive Dismissal What is a fundamental breach? • Reducing pay • Changing duties • Changing working hours
  21. 21. Constructive Dismissal What can amount to a fundamental breach of the implied term of trust and confidence? 1. Inconsiderate behaviour 2. A refusal to investigate complaints 3. Failure to give support 4. Undermining of an employee 5. Bullying and victimisation 6. Disproportionate disciplinary sanctions
  22. 22. Definition of Grievance “A problem or concern that an employee has about their work, working conditions or relationship with colleagues”
  23. 23. Disciplinary Procedure The Importance of Following a Proper Disciplinary Procedure • Basic Award (up to 30 weeks’ pay) £13,500 • Compensatory Award 74,200 [As from July lower of £74,200 or 52 weeks’ pay] • Redundancy Pay £13,500 • Discrimination - no limit Week’s pay £450
  24. 24. Bringing a Claim 1. Time Limit 2. New Regime – Fees – Pre-ACAS conciliation – Changes in compensation
  25. 25. Any Questions?
  26. 26. Donna Ingleby Partner 01482 337314 donna.ingleby@rollits.com Ed Jenneson Partner 01482 3373341 edward.jenneson@rollits.com

×