These grievance and disciplinary policies and procedures are comparatively more important for the employers as a fair and comprehensive disciplinary procedure is necessary to … However, please note that a grievance complaint does not have to refer to a formal grievance procedure. What is a grievance procedure? The aim of this case study is to give you an idea of the processes involved when performing a grievance … Any decisions to suspend or dismiss etc must be taken by that specified manager. © 2021 Solutions for HR. 18 Setting the interview agenda In this activity, participants think about the stages of a disciplinary or grievance interview. Participants help the manager decide what to do. A Case Study On Grievance Handling ... #Termination Policy #Terminating An Employee #Offer Letter #Minimum Wages #Bonus Payment #Gross Earnings #Project Manager #Disciplinary Action #Employer Contribution #Esic #Standing Orders #Natural Justice #Provident Fund #Occupational Safety #Salary Structure #Social Security. Participants read two examples of such situations. Put simply a grievance generally comes from an employee aimed at their employer, whilst a disciplinary comes from a employer aimed at their employee. Names have been changed for confidentiality reasons. from the disciplinary and grievance can be heard at the same time, as the bias allegation will form a ground of appeal against the disciplinary decision just as it will the grievance decision. The issue becomes a case of misconduct. Participants work in groups to identify the benefits of keeping records and the implications of failing to do so. This case study is based on real life events and on the actual approach taken by Jay Webb as the appointed independent HR professional. Solutions for HR ensured that a fair and robust investigation was carried out in line with the Acas Code of Practice. It will help participants to realise that formal disciplinary action is not always appropriate and that, under the right circumstances, an informal approach can achieve better results. The contents of the letters are discussed and developed, and any additionally required material is agreed. 7 Respecting confidentiality In this activity, participants compare and contrast the different approaches of two managers dealing with reported grievances. They then provide advice on how to deal further with the situation when the bully fails to comply with the agreement made at the hearing. Disciplinary suspension: case study 2. Sometimes this can be less than ideal it could be due to other work factors, it could be due to lack of skills or knowledge, it could be due to factors outside work. 24 Dealing with appeals This activity uses a scenario to illustrate the situation leading up to an appeal and includes an appeal letter and a notice of appeal meeting for participants to assess. While the case is not binding and is likely to be appealed, it is the first in what will be a line of cases dealing with employment status in the gig economy. WordPress website developed as part of a. The groups are asked to place them in the order which they think would form an appropriate agenda. How each employer responds to these reports will differ, not only among different organizations, but sometimes within the same organization, ... •Take disciplinary … 13 Effective disciplinary procedures This straightforward activity requires participants to think about what should be included in an effective disciplinary procedure, and to separate good points from bad. A series of case studies from an in-depth support initiative for organisations seeking to improve performance: Case Study: Managing Employee Discipline Mr. Harry, Branch Manager, Luxemburg Main Branch of XYZ Bank was wondering as to what could be done to restore the punctuality of the staff in his branch. Public sector SME [138kb] - staff attended 'Discipline and Grievances' and 'Conducting Investigations' workshops and give their views on the impact ; Innovative Workplace case studies. Our client provides elderly, nursing and specialised care in a chain of residential homes across the Home Counties. Participants are provided with cards containing statements, from which they have to choose those which contain useful information on effective disciplinary procedures. The company were able to review the full suite of evidence supplied and take the appropriate steps to formally address the matter, with independent support and advice provided by Solutions for HR throughout. The grievance could be about anything in relation to the workplace. A disciplinary procedure and grievance procedure permit employers to deal fairly and consistently with employee misconduct and complaints from employees about the workplace.. 22 Using specialist resources This activity illustrates different instances where the most appropriate action includes referral to an outside agency, which is better equipped than the manager to help the individual. The activity examines the sort of actions that organisations generally classify as gross misconduct, and looks at the difference between summary and instant dismissal. Participants then use this set of cards to identify the constituents of good disciplinary procedures. If you’d like to ask us any questions, key contacts are included at the end of each case study. Case studies Take a look at our case studies, which demonstrate the depth and breadth of HR, Employment Law, and Health & Safety support we provide. Tips and advice on how to protect you and your business. The trainer provides each group with a full set of cards containing the various stages of an interview. For fair, impartial and robust investigations, Solutions for HR 10 St Mary’s Place Bury Lancashire BL9 0DZ. This case requires very little experience or knowledge of disciplinary or grievance procedures, so it can also be used as a short introduction to the topic. Disciplinary & Grievance Case Study. As a result, the company had relocated and all office-based staff except Board Members were now working in an open plan environment. 1 A core function of the UK Research Integrity Office is to provide independent, expert and confidential advice on the conduct of research, from promoting good practice to addressing allegations of misconduct. For example, on the grounds of personal hygiene, attitude, or capability for the job Studies Grievance Examples Case Of. Participants are asked to consider what they think is the appropriate lifespan for various disciplinary warnings and to answer the question: What is a wipe-clean policy? This activity needs very little introduction. Whatever the reason, if the person responsible does not act immediately and appropriately the situation will deteriorate. First Written Warning Stage 3. He didn’t have any issues with Jenny’s performance and thought that she should deal with it herself. The activity will help participants consider cases on an individual basis, whilst also ensuring that there is fairness and consistency across the organisation. There should always be an avenue for Employees to raise a grievance or to have an issue resolved. For sample templates to help you deal with grievance, discipline and dismissal situations, see relevant sections below. Formal Verbal Warning Stage 2. Case Study Grievance Steve is the general manager of a UK company. The activity demonstrates the importance of respecting confidentiality and can be used as a short energiser. Studies Grievance Examples Case Of. It is a practical resource for all trainers and managers to use to develop  those who deal with discipline and grievance at work. A grievance is a concern, problem or complaint that a member of staff raises. Unfortunately, Derek had no HR tr… Priya.S Priyanga Krishna Moorthy Rajesh Kumar.K Sajitha Farveen.S 1 2. 16 Acting fairly This activity stresses the importance of using the disciplinary procedure in a positive way, to change behaviour rather than to punish an individual. We did have an age discrimination act in the UK Grievance resolution process: listen carefully, acknowledge the grievance, gather facts, keep an open mind, investigate the cause of the grievance and take appropriate action. Printed Toolkit + CD-ROM. Solutions for HR ensured that a fair and robust investigation was carried out. Can you start an essay with there. This case study looks at a situation in which allegations of serious misconduct have been made against two employees. Participants read four short case studies, make notes on the different situations, and decide whether or not they think formal disciplinary action is needed. © Multi Media HRD Pvt. 2 Active listening Participants, in pairs, read short scenarios to each other. Participants read the case study and then assess the accompanying paperwork and how appropriate it is for the situation. For example, reference to an issue in an email may be treated as a complaint and be addressed through the grievance procedure. The activity can be linked to the Fenman video/DVD, Act Fair! 29 Understanding capability Since poor performance is generally not a conduct issue, many organisations treat it under a capability procedure. They had received a grievance and counter-grievance between two managers working together in one care home but despite both informal and formal attempts internally to address the grievances and the underlying working relationship, everything failed. Ltd. 1998 - 2018. If you have a question about your individual circumstances, call our helpline on 0300 123 1190. Discipline and Grievance: 30 case studies and activities covers the full range of issues relating to discipline and grievance, from informal and formal interviews and warnings to record keeping and appeals. The need to investigate fully before taking any decision is also emphasised. The manager carrying out the investigation and disciplinary proceedings sought advice from HR throughout the process. Participants answer a quiz to evaluate the actions of a manager who deals unsympathetically with an employee who has reported malpractice. 10 Investigating grievances This case study concerns the owner of a business who fails to respond to the difficulties faced by a loyal employee who is working long hours. He wants to initiate formal disciplinary action and needs advice on how to do this while ensuring that all employee rights are protected. The principles involved in dealing with poor performance, and the procedures followed, are discussed and agreed. Participants read a case study that describes three different behaviours, and they consider which actions might constitute gross misconduct. We notified the employee of the arrangements of the appeal hearing, ensuring that the ACAS Code of Practice and associated Guidance on Disciplinary and Grievance matters was followed, and that there was compliance with the requirements for a fair appeal process set out in related case law. We consider whether or not it is appropriate to impose periods of disciplinary suspension on them. 28 Being objective Participants read a case study where a manager uses subjective comments and expresses personal opinions in a disciplinary interview. Please do not include any personal details, for example email address or phone number. Participants are provided with relevant background information and the notice of the disciplinary meeting. Participants decide whether this advice was correct, and explore the concept and the definition of constructive dismissal. Discipline and Grievance: 30 case studies and activities covers the full range of issues relating to discipline and grievance, from informal and formal interviews and warnings to record keeping and appeals. The employee submits a written grievance, but at the grievance hearing, the owner does not appear to understand her case and the employee is not happy with the outcome of the meeting. The activity can also be run as a role-play between the manager and the rule breaker. You can unsubscribe at any time. They consider the problems this can cause, and see the difficulties which can arise through the different values and beliefs held in a company. Recognising the sensitivities of the potential racial motives for the inappropriate behaviour, delicate questioning techniques facilitated the process, as naturally some employees were concerned that they would be seen as “blowing the whistle” which may lead to issues for others. ABOUT WATSON PUBLIC LTD: Watson Public Ltd Company is well known for its welfare activities and employee oriented schemes in manufacturing industry from more than ten decade Consist of 800 workers 150 Administrative staff 80 Management Level Employees Top Management … When you are working with inexperienced participants, the checklist can be issued earlier in the activity, to help them to construct the letter. A grievance handling case study example from Solutions for HR. Employee grievance case study 1. I use these in a number of ways - some are just brief role play type parts, others have a great deal of information in them like case studies that have to be discussed, I also have created several versions of Disciplinary Consequences which particpants find very interesting to play with. A case study on mental health spanish essay example, my dog essay for class 4. We’ll keep you up to date with all the latest in employment law and HR. This came to the attention of the Finance Director along with some ‘stories’ about the nature of what he … Hi Derek, I've taken some very well known cases and created 'parts' for them. Our client was a specialty food distributor with approximately 50 employees who had recently undergone a merger. Following initial advice to the company to suspend the employee on full pay, Solutions for HR began a formal investigation into the concerns by interviewing the perpetrator, victim and witnesses. First, they have to listen, and then write down only what they can remember. 8 Beating the bully Dealing with grievances involving bullies can be difficult. Next, they are allowed to make notes while listening. This activity emphasises the need to respond in a timely and unambiguous way, to send a single message that breaking the rules is not acceptable behaviour. on discipline and grievance, for reinforcement. It is a practical resource for all trainers and managers to use to develop those who deal with discipline and grievance at work. The case resulted in a summary dismissal. Managers and team leaders are responsible for the performance and behaviour of themselves and their teams. Details on how to Conduct an Investigation are outlined in the Bullying and Harassment Section. The case study looks at a situation in which an employer is considering whether or not to suspend an employee who has had an allegation of verbal abuse made against him. It is a really good example of how essential it is to get disciplinary and grievance procedures absolutely right every time in order to comply with employment law and to succeed in Employment Tribunal hearings if the matter progresses that far. We cannot respond to questions sent through this form. 1 Questioning skills Participants read a dialogue between a manager and an employee, taken from a disciplinary interview. The initial concerns related to events impacting on the effective running of the machinery, however suspicions were growing about why these events were happening, which included potential sabotage, racial abuse and victimisation towards a work colleague. Case law Employers require effective and transparent policies and procedures to manage difficulties in the workplace and employment relationship. Derek wasn’t sure how to handle the situation as it seemed very petty to him. 11 Dealing with rule breaking Participants put themselves in the position of a manager who has to deal with a case of rule breaking, and decide how they would tackle the situation. 3 Setting up a disciplinary interview This case study illustrates the importance of preparation and planning for disciplinary interviews. Participants read a case in which the manager does not plan well. Jenny was an Administrator in a large retail company dealing directly with customers on a daily basis. The activity requires an initial introduction to the three-step statutory procedure, and then the trainer facilitates the feedback session and debrief. 23 What is a wipe-clean policy? This can lead to loss of productivity and morale throughout the whole team involved, as well as causing all the additional work, worry and hassle of formal procedures, and potentially, employment tribunals. grievance by outlining the nature of their complaint in writing. In groups, they are then asked to identify the different types of question used within the dialogue, and to discuss the benefits of using each question type. A Sample Disciplinary and Grievance Procedure is contained in the Employee Handbook Template Section of this website. 12 Dealing with unacceptable behaviour Complaints from employees about unacceptable behaviour should be investigated as quickly as possible, and dealt with in a non-judgemental manner. The initial concerns related to events impacting on the effective running of the machinery, however suspicions were growing about why these events were happening, which included potential sabotage, racial abuse and victimisation towards a work colleague. They are asked to change these statements into more objective ones, and to advise how the manager could improve her approach. These grievance and disciplinary policies and procedures are comparatively more important for the employers as a fair and comprehensive disciplinary procedure is necessary to … 15 Is disciplinary action necessary? Employers should also follow the Acas Code of practice on disciplinary and grievance … The deteriorating relationship and the escalating allegations made in the grievances started to have a significant impact on other members of the care h… An essay on importance of discipline in life 9 Whistle-blowing This case raises awareness that other procedures, such as a whistle-blowing procedure, may be cross-referenced to discipline and grievance procedures. These are just a few examples of the types of incidents that can happen in the workplace. There are no items in your shopping cart. Our involvement provided an impartial investigation for the client to enable management to pursue disciplinary proceedings internally. Organisational and employee-related factors are considered, in order to help achieve this balance. It can be linked with Case study 18, which explores the stages in the interview agenda. Importance of Grievance and Disciplinary policies and procedures for the employers. Case study pack No. 5 A first written warning This case study provides the details of an interview that results in a first written warning. All Rights Reserved. Participants also learn how easily the confidentiality rule can be broken. Participants are asked to write the letter to the employee, and then check against a list of recommended points to include. Employers should have a disciplinary, grievance or dismissal policy which specifies the manager with the authority to hear the case. 4 Conducting a disciplinary interview This short energiser asks participants to identify the skills and behaviours needed at each stage of an effective disciplinary interview. In this case, a compliance inspector was dismissed for misconduct related to his claims for expenses. As an alternative, participants can be asked to conduct a briefing on preparing for a disciplinary interview. She made a complaint to her Manager, Derek, saying that she was struggling to cope with a colleague who had been abusive to her and had made cruel remarks about how she dealt with the customers. 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