Performance, conduct and discipline

Performance, conduct and discipline guidance:

This Practice Note explains the application of the Advisory, Conciliation and Arbitration Service (Acas) Code of Practice on disciplinary and grievance procedures (often...

Practice Note

This Practice Note explains the effects of non-compliance with the provisions of the Acas Code of Practice on Disciplinary and Grievance Procedures. Both employers and...

Practice Note

The Acas Code of Practice on Disciplinary and Grievance Procedures places obligations on both employees and employers to comply with its provisions or face possible...

Practice Note

Performance management is central to the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those...

Practice Note

An informal performance management meeting can usefully be divided into two phases: • explaining in discussion with the employee what the gap is between his actual...

Practice Note

An appraisal process can deliver significant improvements in morale, skills and staff retention, but to achieve these goals everyone involved needs to understand how to...

Practice Note

Performance management is central to the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those...

Practice Note

The essence of any performance management process is the relationship between employee and manager. Both should know what needs to be done to meet their own goals and...

Practice Note

Following a disciplinary investigation which leads to a recommendation that a disciplinary hearing be convened (see Advising managers: how to conduct a disciplinary...

Practice Note

Where a conduct issue arises in the workplace, the first stage in managing that issue is to investigate the problem, in order to establish the facts of the case. This is...

Practice Note

In cases of apparent misconduct, the first stage is for a disciplinary investigation to be conducted. Once that is complete, the investigator will review the evidence....

Practice Note

A suspension is a period of time when an employee is required by their employer to abstain from their normal work. If the employee usually works at the employer's...

Practice Note

Under-performing employees can cause a serious drain on management time and also have a knock-on effect on the treatment of other employees: • employees who are...

Practice Note

1 Introduction 1.1 The Code of Conduct and the Disciplinary Procedure set out below are designed to ensure that all employees of the Company are treated fairly and...

Precedents

1 Purpose and scope of the procedure 1.1 The code of conduct and disciplinary procedure set out below are designed to ensure that all employees of the Company are treated...

Precedents

If an employee brings a claim of unfair dismissal, the burden is on the employer to prove that it had a fair reason for dismissal. One of the potentially fair reasons for...

Practice Note

Employees with sufficient length of service and who otherwise meet the qualifying criteria have statutory protection from unfair dismissal (see Entitlement to claim...

Practice Note

Note: this letter is drafted without any specific disciplinary situation in mind; rather it can act as a basis for advising in relation to any such situation. Because of...

Precedents

Note: this letter is drafted in general terms without a specific situation in mind. You will need to tailor the letter to the employee’s particular situation. If the...

Precedents

Note: this letter is drafted in general terms without a specific situation in mind. You will need to tailor the letter if advising about a specific employee on particular...

Precedents

1 Introductions of those present if necessary. Confirm who is taking notes and that copies of the meeting notes will be made available to the employee. 2 Explain to the...

Precedents

1 Introduce those present if necessary. Confirm who is taking notes and that copies of the meeting notes will be made available to the employee. 2 Explain to the employee...

Precedents

Many employers have their own procedures for dealing with disciplinary issues or for employees to raise grievances. These tend to be contained in employee handbooks or...

Practice Note

[To be typed on employer’s headed notepaper] [Insert date] Dear [insert name of employee], [Following our meeting [today OR on [insert date]], ]I am writing to confirm...

Precedents

[To be typed on employer’s headed notepaper] [Insert date] Dear [insert name of employee], Following our meeting [today OR on [insert date]], I am writing to confirm your...

Precedents

[insert date] Dear [insert name of employee], Re: [insert name of employer] (the Company) Following [our recent discussion, in which I made you aware of concerns about...

Precedents

[To be typed on headed notepaper] Dear [insert name of employee], Further to the disciplinary hearing on [insert date][, at which you were accompanied by [insert name]],...

Precedents

[To be typed on headed notepaper of employer] [Date] Dear [insert name of employee], Re: [insert name of employer] (the Company) On [insert date], you were informed in...

Precedents

[insert date] Dear [insert name of employee], I am writing to [inform you of OR confirm] the company’s decision made after the disciplinary hearing held on [insert...

Precedents

[Insert date] Dear [insert name of employee], I have received your letter dated [insert date of employee's letter of appeal] in which you have appealed against the...

Precedents
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