1 / 17

Jane Bird Acas Director

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.

harlan
Télécharger la présentation

Jane Bird Acas Director

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Jane Bird Acas Director

  2. 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

  3. 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)

  4. Code of Practice- Discipline and Grievance • A shorter, principles based Code • Consultation exercise - 172 responses • More detailed non-statutory guidance in separate document

  5. 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

  6. 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

  7. 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

  8. 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

  9. Handling disciplinary cases • Decide on appropriate action • Provide an opportunity for employee to appeal • Special cases – TU lay officials and potential criminal offences

  10. Handling an employee grievance • Employee to let employer know nature of problem • Hold meeting with employee to discuss problem • Allow employee to be accompanied

  11. Handling an employee grievance • Decide on appropriate action • Allow employee to take grievance further if not resolved • Overlap of disciplinary and grievance situations

  12. 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

  13. 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

  14. Acas action on DRR agenda • New enhanced Acas helpline • Pre-claim conciliation • Mediation • Post-claim conciliation

  15. Final thoughts • Changing culture for resolving disputes • Resolution in the workplace not in the courtroom

  16. Any Questions? ? ? ? ?? ? ? ? ? ? ?

More Related