How to Conduct a Disciplinary Hearing. Referencing the ACAS Code of Conduct

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"How To Conduct a Disciplinary Hearing" By Pearson Hinchliffe Commercial Law (Manchester Law Firm, England). Presentation delivered in July, 2010. For: HR Professionals, Managers and anyone with employees.

How To Conduct a Disciplinary Hearing By Susan Mayall, Employment Law Solicitor, Pearson Hinchliffe Commercial Law , Manchester UK. © Pearson Hinchliffe Commercial Law

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In any kind of business, there is a chance that employers will be required to investigate one or more employees at some point for allegations of misconduct such as discrimination or sexual harassment. A properly conducted workplace investigation is not only legally required but can also go a long way in protecting companies and mitigating risks for future problems. In this webinar, Diana Maier and Beth Arnese go over the key things to know about workplace investigations so that you can garner the maximum legal protection such investigations may provide. Topics addressed include when to investigate, how to prepare for an investigation, how to interview witnesses, how to prepare a written report, what to do after the investigation, and overall best practices for investigations.

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POSH Act, 2013 The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity. The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment. This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates. Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender). Sexual Harassment includes – • Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical) • Unwelcome communications or invitations • Demand or request for sexual favors • Sexually cultured remarks • Showing pornography • Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature. • Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented • Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment • Intrusive personal questions about sexual activity

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