Shape up or pay up

Evans, Jill
April 2009
People Management;4/9/2009, Vol. 15 Issue 8, p28
This article discusses the enforcement of a code of practice on disciplinary and grievance procedures in Great Britain in 2009. It describes the relief provides by the code to employers. The need of employee consultation on disciplinary and grievance arrangements is explained. In addition, the article addresses the challenges presented by the training aspects of the code for the public sector.


Related Articles

  • New Acas disciplinary guidelines. Killingworth, Fiona // Caterer & Hotelkeeper;4/3/2009, Vol. 199 Issue 4571, p38 

    The article focuses on the new code of practice for disciplinary action and grievance procedures being published by Acas. This new code sets out the basic requirement of fairness. Unreasonable non-compliance of the code by employees and employers can lead to any employment tribunal award being...

  • Taking the first steps in a disciplinary under the new Acas code. Bloodworth, Marian; Broadbent, Jo // People Management;5/7/2009, Vol. 15 Issue 10, p58 

    The article examines the revised Acas code of practice on disciplinary and grievance procedures and how it will change the way employers handle potential disciplinary situations. It mentions that the revised Acas code demands employers to conduct necessary inquiries without unreasonable delay to...

  • ŽMOGIÅ KŲJŲ IÅ TEKLIŲ VADYBA. RAIDOS TENDENCIJOS. Papšienė, Palmira; Černiauskienė, Aldona // Management Theory & Studies for Rural Business & Infrastructure ;2009, Vol. 19 Issue 4, p68 

    The alternation of human resource management in USA has approximately started in 1970, in Europe in 1980, and still continues. In academic literature human resource researches are becoming one of the constituent parts of personnel management and they are defined as important occurrences of...

  • Keeping the peace. Goldman, Linda; Lewis, Joan // Occupational Health;Nov2004, Vol. 56 Issue 11, p14 

    Explains the standard and modified procedures for unfair dismissal claims. Cases wherein the standard and modified dismissal and disciplinary procedure arise; Distinction between the standard and modified grievance procedures; Degree of flexibility in the time limits for presenting claims to...

  • How to avoid uncertainties in the Acas code. Morrison, Kathleen; Livingstone, Cristine // People Management;3/11/2010, p33 

    The article addresses questions related to the new Advisory, Conciliation and Arbitration Service (ACAS) code on disciplinary and grievance procedures in Great Britain. These include what a formal grievance is, how employees should react to verbal grievances, and if employees can cross-examine...

  • Strictly by invitation only. Aikin, Olga // People Management;7/6/2000, Vol. 6 Issue 14, p20 

    Discusses the right of workers to be accompanied in disciplinary and grievance proceedings. Impact of the Acas code of practice on disciplinary and grievance procedures in the Employment Relations Act of 1999; Definition of disciplinary hearings; Limitations of the companions. INSETS: WHAT THE...

  • Disciplinary procedures.  // Employers Law;Sep2003, p16 

    Focuses on disciplinary and grievance procedures and issues on employment in Great Britain. Requirement of the British Employment Act 2002 with respect to dismissal and disciplinary procedures; Overview of the Acas Code on Disciplinary and Grievance Procedures; Characteristics of a good...

  • No business like no-show business. Bevan, Chris // Employers Law;Apr2011, p18 

    The article discusses how employers can deal with an employee failing to attend a disciplinary meeting. Employers are encouraged to make an effort to involve the employee called to a disciplinary meeting and to act fairly and reasonably. The author asserts that by following a fair procedure, the...

  • Festive conduct. Harford, Gaye // New Zealand Apparel;Dec2009, Vol. 42 Issue 11, p16 

    The article offers advice to employers as well as to employees in connection with the disciplinary rules that apply during their office party. According to the Employers Assistance Ltd. (EAL), employers should remember that they are liable for the damage or injury that misbehavior of employees...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics