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Jane Bird Acas Director - PowerPoint PPT Presentation


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Jane Bird Acas Director. Acas. Acas’ role is to: encourage people to work together more effectively prevent or resolve disputes between employers and their workforces settle complaints about employees' rights provide information, advice and training including Codes of Practice.

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Presentation Transcript
slide2
Jane Bird

Acas Director

slide3
Acas

Acas’ role is to:

  • encourage people to work together more effectively
  • prevent or resolve disputes between employers and their workforces
  • settle complaints about employees' rights
  • provide information, advice and training including Codes of Practice
acas codes of practice
Acas Codes of Practice
  • Disclosure of information to trade unions for collective bargaining purposes
  • Time of for trade union duties and activities
  • Disciplinary and grievance procedures

(1977, 2000, 2004, 2009)

code of practice discipline and grievance
Code of Practice- Discipline and Grievance
  • A shorter, principles based Code
  • Consultation exercise - 172 responses
  • More detailed non-statutory guidance in separate document
code of practice discipline and grievance1
Code of Practice- Discipline and Grievance
  • Code consists of three sections
    • Introduction
    • Section dealing with disciplinary issues
    • Section dealing with grievances
  • Also has a foreword - not part of the statutory Code
key elements of new code
Key elements of new Code
  • Deal with issues promptly - meetings and decisions should not be unduly delayed
  • Employers and employees should act consistently
  • Appropriate investigations should be made, to establish the facts of the case
key elements of new code1
Key elements of new Code
  • Inform employee of the problem
  • Opportunity to put case before decision made
  • Right to be accompanied at any disciplinary or grievance meeting
  • An employee should be allowed to appeal against any formal decision
handling disciplinary cases
Handling disciplinary cases
  • Establish the facts of each case
  • Inform employee of the problem
  • Hold a meeting with the employee
  • Allow the employee to be accompanied
handling disciplinary cases1
Handling disciplinary cases
  • Decide on appropriate action
  • Provide an opportunity for employee to appeal
  • Special cases – TU lay officials and potential criminal offences
handling an employee grievance
Handling an employee grievance
  • Employee to let employer know nature of problem
  • Hold meeting with employee to discuss problem
  • Allow employee to be accompanied
handling an employee grievance1
Handling an employee grievance
  • Decide on appropriate action
  • Allow employee to take grievance further if not resolved
  • Overlap of disciplinary and grievance situations
code of practice discipline and grievance2
Code of Practice - Discipline and Grievance
  • New Code came into effect on 6 April
  • Transitional arrangements
  • Employment Tribunals must take Code into account
  • Potential uplift or reduction – up to 25% for unreasonable failure to comply with Code
acas action on drr agenda
Acas action on DRR agenda
  • New approach to dispute resolution is more than just a revised discipline and grievance Code
  • Significant investment to help support new approach
acas action on drr agenda1
Acas action on DRR agenda
  • New enhanced Acas helpline
  • Pre-claim conciliation
  • Mediation
  • Post-claim conciliation
final thoughts
Final thoughts
  • Changing culture for resolving disputes
  • Resolution in the workplace not in the courtroom
any questions
Any Questions?

? ? ? ?? ? ? ?

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