Disciplinary Action In Leeds

Disciplinary Action – ML Expert Solicitors Team; Are you concerned about taking disciplinary action against one of your employees for fear of a claim being brought against your organisation in Leeds to an employment tribunal?

ACAS have a code of practice with regards to disciplinary and grievance procedures and employers should refer to this when considering taking disciplinary action against one of their employees to ensure they act legally and fairly. On their website they state that "In order to operate effectively organisations need to set standards of performance and conduct which may be included in company rules".

They go on to say that "Cases of minor misconduct or unsatisfactory performance are usually best dealt with informally" but further add that "Where some form of formal action is needed to what action is reasonable or justified will depend on all circumstances of the particular case". They advise that "Employers should deal with issues promptly fairly and consistently" with "investigations carried out together and establish all facts of the case".

To avoid misunderstanding employers should make available documents specifying disciplinary and grievance procedures to all staff and even include a note about these within the statement of written terms of the employees? contracts of employment.

Has one of your employees submitted a formal grievance due to disciplinary action that was taken against them at your company in Leeds?Then you should consult the highly skilled professionals at Michael Lewin Solicitors to find out how our dedicated commercial law team could use their experience gained in dealing with disputes across a wide range of industry sectors for both small and large enterprises to help you resolve the situation as quickly and cost effectively as possible.

Employees have a statutory right to be accompanied by a colleague or trade union representative when you request them to attend a disciplinary meeting. If the request alternative representation this can be allowed at the employer’s discretion but is not a legal entitlement. If an employee is unhappy with the decision made during a disciplinary meeting or hearing they have the right to appeal but should do this in writing and without delay.

Disciplinary rules will vary from business to business and often depend on the type of organisation. They usually cover matters such as:

? Conduct
? Timekeeping
? Absence
? Health and safety
? Use of company equipment such as vehicles telephones and computers.

If following a disciplinary meeting an employee has taken legal action against you and submitted a claim to an employment tribunal in Leeds you should consult the highly qualified and experienced professionals at Michael Lewin Solicitors to discuss your case and discover how our dedicated team of commercial law specialists could work on your behalf to ensure that you achieve a settlement as quickly and cost effectively as possible without the case ever reaching an employment tribunal hearing by calling and knowledgeable advisers today on: 0113 200 9720.


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