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News Release from: Croner Consulting | Subject: Employment Tribunal
Edited by the Manufacturingtalk Editorial
Team on 28 August 2002
Small companies now have disciplinary
procedures
Over recent years, Employment Tribunal cases have risen by 15% and, with the compensatory award for unfair dismissal running up to GBP 52,600, small businesses are right to be concerned.
Over recent years, Employment Tribunal cases have risen by 15% and, with the compensatory award for unfair dismissal running up to GBP 52,600, small businesses are right to be concerned Currently only businesses with over 20 employees need to have formal, written disciplinary procedures in place
This article was originally published on Manufacturingtalk on 21 Aug 2003 at 8.00am (UK)
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New legislation will means that all businesses - regardless of size - have to follow a basic dismissal and disciplinary procedure.
This will make it necessary for every business, regardless of size, to have tight disciplinary procedures in place.
Employers must be sure to follow the correct procedures when disciplining or dismissing staff if they are to avoid the expensive dangers of Employment Tribunals.
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The new legislation states that basic disciplinary procedures have to be followed when dismissing any employee, even those with under a year's service.
Croner Consulting are experts in business advice, Corporate and Training Manager, Richard Smith, explains; "Employers are recommended to follow the ACAS 'Code of Practice on Disciplinary and Grievance Procedures' and these should include the following key processes:" Step 1 - A statement of the grounds for action and an invitation to a meeting: the statement must be in writing and sent to the employee.
It must set out the details of the meeting to be held to discuss the matter.
Step 2 - The meeting: a meeting must take place before any action is taken, except in cases where the disciplinary action consists of suspension.
The employee must make all reasonable steps to attend and, after the meeting, employers must inform the employee of the decision and the right to appeal.
Step 3 - An appeal: the employee is required to tell the employer if he or she wishes to appeal and, after an appeal, meeting the employer must inform the employee of the final decision.
As Richard Smith explains, "All employers are now affected by this and must have the correct procedures in place if they are to avoid the danger of being taken to an Employment Tribunal.
Without a dedicated Human Resource department - or proper employment advice - this can become a real issue and very costly in terms of time and money." Advice on this and other employment issues is available from Croner Consulting, local Chambers of Commerce or ACAS.
With over 100 experts available round the clock and all at company owners' disposal, Croner Consulting helps managers identify which piece of regulation is relevant to them and empowers them, through training, coaching and the introductions and implementation of management systems, to untangle Red Tape Issues.
As a result, hundreds of businesses rely on Croner Consulting's wealth of practical knowledge, every day.
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