This online training programme provides employees with an understanding of discipline and grievance procedures. It walks them through why they are necessary and how they work. It also emphasizes the importance of seeking informal resolutions wherever possible.
Discipline and grievance policies and procedures help resolve occupational disputes when informal mechanisms are not working, or are inappropriate due to the nature of the issue. It is essential that employers make all employees aware of these procedures. This will help to avoid expensive and lengthy tribunal cases.
This Discipline and Grievance online training comprises the following sections:
- What is discipline & grievance?
- Duties & responsibilities
- Disciplinary procedures
- Grievance procedures
- Formal procedures
- Final outcomes
By taking this course, users will have a greater awareness of:
- Why discipline and grievance procedures are necessary
- Roles and responsibilities
- Importance of seeking informal resolutions where applicable
- How informal resolutions work
- Steps to formal disciplinary procedures
- Steps to formal grievance procedures
- Possible outcomes of these types of procedures
Why Disciplinary & Grievance Training is Vital
To run an organisation properly, it is important to have clear, established discipline and grievance procedures and policies. This ensures that if issues or disputes arise, a fair and unbiased resolution can be found wherever possible.
Moreover, making employees aware of these procedures helps to ensure employees:
- Recognise the seriousness of these procedures
- Know what to expect
- Any such procedures will be handled in a respectful and confidential way
- Understand that these procedures exist as a last resort
- The value of trying to resolve issues informally
If employers fail to follow discipline and grievance procedures properly, it increases the likelihood of cases going to a tribunal. In such instances, if someone wins a case against the employer, they could be awarded up to 25% more.
- CPD certified
- Makes staff aware of these essential procedures
- Helps protect from costly tribunals
- Concise yet informative presentation style
|Study length||20+ minutes|
|Approval body||CPD certified|
|Target audience||All staff members – awareness|
|Format||One interactive module with an end of course test|
|Assessment||Online multiple-choice test|
|Certification||Online certificate issued immediately on course completion|
|Certification validity duration||3 years|
Frequently Asked Questions
Discipline and grievance are procedures used to resolve workplace issues raised by the employer or the employees.
Discipline procedures are used by employers when performance or conduct is below acceptable standards. For instance, not meeting monthly quotas that were previously agreed upon.
On the other hand, Grievance procedures address issues that employees raise. For instance, an employee might raise a grievance if a colleague continues to say inappropriate things, even after being asked to stop on numerous occasions.
Step 1: Understand the options – It is usually a good idea for an employee to address a grievance issue at work informally first. However, if an employee files a formal grievance, then the employer should follow a formal procedure.
Step 2: Raise a Formal Grievance – If the employee raises a formal grievance, he should put it in writing to the most appropriate person – this could be the line manager, HR manager.
Step 3: Respond to a formal grievance – The employer should respond to the formal grievance as per the Acas Code of Practice for disciplinary and grievance procedures, as a minimum.
Step 4: Arrange the Grievance Meeting – When the employee raises a formal grievance, the employer should arrange the meeting to consider evidence from all sides.
Step 5: Deciding the Outcome – The employer should decide the best outcome possible based on:
- The findings from meetings & investigations
- What is fair & reasonable
- What their workplace has done in previous similar circumstances
Step 6: Final Steps – The outcome of the grievance with all the details must be kept private. Employers should keep a written record of all grievance cases, regardless of the outcome for future assistance.
The employer must maintain records of discipline and grievance for future assistance. Witness statements, emails and other communications, computer records, hearing notes, outcome letters and any appeal papers should be recorded.
Record keeping is also crucial in situations like an employee’s dismissal. In these situations, the employer must keep a detailed record of why the employee was fired, and that this record accurately reflects what the employee was told.
Mediation is a technique to restore relationships when there is a disagreement at the workplace. During mediation a third party works as a go-between to facilitate discussion between the parties that the dispute is between.
Mediation can be used at any stage during a discipline or grievance procedure. Mediation is voluntary for all parties involved and confidential. The results of mediation are not legally binding.
Human Focus offers the following programmes under the business risks/HR courses toolkit: