Employment Law Advice - Plan Ahead, Get Your Employment Law Solicitor To Set You Straight
No matter what size your business you should always be prepared to face and deal with grievances from employees.
Most grievances arise from a instances of discrimination in the workplace and when this happens your company needs to employ the right procedures to ensure the complaint is handled in a sensitive and professional manner.
Not only that, but you also need to adhere to certain sections of the Employment Law Act.
Discrimination comes in many forms, but the most common complaints arise from the following stages of the employment relationship: - Transfer - Promotion - Training - Pay - Benefits - Work allocation - Disciplinary action Workers have two types of employment rights.
Contractual rights are those that are provided in the contract of employment.
These rights include factors such as your rate of pay and your work location.
Statutory rights are those dictated by Parliament and include rights affecting unfair dismissal and different types of discrimination in the workplace.
An employee can put forward a grievance at any time and for a number of different reasons.
Any grievance no matter how small needs to be taken seriously and dealt with in the right way.
Sometimes you may need employment law advice in the best way to approach a certain area of complaint especially if you have no in-house HR or Personnel team with staff trained in the finer points of employment law.
A grievance would normally be raised directly with a line manager in the first instance.
It is best that any grievance or complaint is dealt with at this early stage if at all possible.
However, it is possible that the matter may not be resolved at this level and may need to be taken to a higher level.
This is why it is important that as an employer you have formal procedures in place that will allow the matter to progress along a formal route that complies with employment law legislation.
In most cases, a grievance can be solved with the line manager.
On a similar note, you should also have disciplinary procedures in place for dealing with misconduct or any other employee behavior that requires disciplinary action to be taken.
Again, most disciplinary procedures should be followed by the line manager in the first instance and then taken to a higher level should a resolution not be reached.
You may need to seek employment law advice if you are unsure of the procedures to follow and there are plenty of resources online and specialist companies who can assist.
The most important thing to remember is that your responsibility as an employer is that you provide set guidelines for your employees and ensure that procedures are followed to the letter.
Most grievances arise from a instances of discrimination in the workplace and when this happens your company needs to employ the right procedures to ensure the complaint is handled in a sensitive and professional manner.
Not only that, but you also need to adhere to certain sections of the Employment Law Act.
Discrimination comes in many forms, but the most common complaints arise from the following stages of the employment relationship: - Transfer - Promotion - Training - Pay - Benefits - Work allocation - Disciplinary action Workers have two types of employment rights.
Contractual rights are those that are provided in the contract of employment.
These rights include factors such as your rate of pay and your work location.
Statutory rights are those dictated by Parliament and include rights affecting unfair dismissal and different types of discrimination in the workplace.
An employee can put forward a grievance at any time and for a number of different reasons.
Any grievance no matter how small needs to be taken seriously and dealt with in the right way.
Sometimes you may need employment law advice in the best way to approach a certain area of complaint especially if you have no in-house HR or Personnel team with staff trained in the finer points of employment law.
A grievance would normally be raised directly with a line manager in the first instance.
It is best that any grievance or complaint is dealt with at this early stage if at all possible.
However, it is possible that the matter may not be resolved at this level and may need to be taken to a higher level.
This is why it is important that as an employer you have formal procedures in place that will allow the matter to progress along a formal route that complies with employment law legislation.
In most cases, a grievance can be solved with the line manager.
On a similar note, you should also have disciplinary procedures in place for dealing with misconduct or any other employee behavior that requires disciplinary action to be taken.
Again, most disciplinary procedures should be followed by the line manager in the first instance and then taken to a higher level should a resolution not be reached.
You may need to seek employment law advice if you are unsure of the procedures to follow and there are plenty of resources online and specialist companies who can assist.
The most important thing to remember is that your responsibility as an employer is that you provide set guidelines for your employees and ensure that procedures are followed to the letter.
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