1 Factsheet 70 November 2013 About this factsheet This factsheet is aimed at older people who are in work and covers information on dealing with a dispute with an employer, including taking legal action. It is usually best to attempt to resolve a dispute informally, but it helps to know about the formal procedures to follow if this doesn t work. This factsheet only gives an overview of the procedures; there are details of where to get advice on your individual situation in section 7. For general information on your rights at work see Age UK s Factsheet 4, Rights at work. The information given in this factsheet is applicable in England. Different rules may apply in Wales, Northern Ireland and Scotland. Readers in these nations should contact their respective national offices for information specific to where they live see section 9 for details. For details of how to order other Age UK Factsheets and information materials go to section 9. Factsheet 70 November of 16
2 Inside this factsheet 1 Recent developments 3 2 Raising a grievance with your employer The Acas Code of Practice on bringing a grievance What happens if you don t follow the Code of Practice? Grievance Procedure for a complaint of discrimination 5 3 Disciplinary procedures Disciplinary procedures under the Acas Code of Practice Disciplinary action Dismissal 7 4 Settlement agreements 7 5 Taking a claim to the employment tribunal Time limits Completing the ET How much will it cost? 9 6 Settling a claim 10 7 Getting legal advice 10 8 Useful organisations 11 9 Further information from Age UK 13 Factsheet 70 November of 16
3 1 Recent developments The default retirement age was abolished with effect from 1 October From this date, there ceased to be a retirement age provided by law and no-one could be retired at the age of 65, unless subject to a notice received before 6 April Employers will still be able to include a retirement age in employment contracts, but they must be able to objectively justify the need to force people to retire, including why they have selected a particular age. It may be possible for employees to challenge these decisions. In April 2012, the period of qualification to bring a claim for unfair dismissal increased from one to two years. A number of employment law changes were introduced on 29 July These included: A cap on the compensatory element of unfair dismissal tribunal awards. Where an employee is dismissed on or after 29 July 2013, this is capped at the lower of 74,200 or one year s gross pay (not including pension contributions, benefits-in-kind or discretionary bonuses). If issuing an employment tribunal claim on or after 29 July 2013, individuals will have to pay a fee to lodge the claim and a further fee to proceed to a hearing. These fees will be up to 250 to lodge the claim and up to 950 for the hearing, depending on the type of claim issued. A change to whistleblowing legislation has recently been introduced. Any disclosure made on or after 25 June 2013 will only be covered by the legislation if the worker reasonably believes that the disclosure made is in the public interest. 2 Raising a grievance with your employer If you have a complaint or concern about the way your employer is treating you, you can try to resolve it by raising it with your manager informally. If you are not satisfied with the outcome, you can raise a formal grievance. A grievance still involves trying to resolve things internally, and is not the same as taking legal action against your employer. Factsheet 70 November of 16
4 A grievance could cover things like: Not being given a statutory or contractual right, e.g. not being given enough time off, or not being paid the correct amount of sick pay A concern about working conditions, such as excessive workload or safety procedures not being followed an issue with bullying or harassment. Some complaints will be about things that are unlawful, in which case if you are not satisfied with the outcome of the grievance, you could start legal action in an employment tribunal. But your complaint does not have to fall within the jurisdiction of a tribunal for you to raise a grievance. You can raise a grievance about any complaint or problem that you want addressed. 2.1 The Acas Code of Practice on bringing a grievance Acas (the Advisory Conciliation and Arbitration Service) has a Code of Practice on disciplinary and grievance procedures that employers and employees should follow in dispute situations. The following is the suggested procedure for dealing with a grievance; it should be seen as best practice guidance, rather than a series of legal requirements (except where indicated relating to the statutory right to be accompanied to meetings): Put your grievance in writing. This should set out the nature of your complaint. You should give or send this to a manager. If your complaint is about your manager, you can send your grievance to a different manager in the organisation if there is one The employer should arrange a meeting with you to discuss your grievance and, in particular, to give you a chance to explain the problem and what you think should be done about it. This meeting should be held without unreasonable delay You should be allowed to bring someone to accompany you to the meeting; this could be either a colleague or a trade union representative. If your complaint is about a statutory or contractual right your employer must allow you to be accompanied Factsheet 70 November of 16
5 Following the meeting, your employer should respond to your grievance in writing, setting out what if any action they are going to take. You should get the chance to appeal if you are not happy with the outcome If you wish to appeal the decision, you should put the reasons for this in writing without unreasonable delay A meeting should be held to discuss your appeal, and again you have the right to be accompanied at the meeting. The decision on the appeal should be given to you in writing without unreasonable delay. 2.2 What happens if you don t follow the Code of Practice? It is no longer a legal requirement for you to put your grievance in writing and wait 28 days before starting a claim at the employment tribunal. You can submit a tribunal claim without having submitted a grievance but you would be expected to have followed the procedure in the Code first. If your claim is successful and you have unreasonably failed to follow the guidance in the Code (see section 2.1) the tribunal could decide to reduce any compensation they award you by up to 25%. 2.3 Grievance Procedure for a complaint of discrimination Where you believe you have been discriminated against, there is a procedure laid down for you to follow to obtain more information from your employer to help you determine whether you have a claim. Specifically, you would need to fill and send a form, known as a discrimination questionnaire. This form is in two parts, one to be filled by you detailing the behaviour your complaint refers to and asking your employer to respond to specific questions. The second part enables your employer to respond to the acts you have complained about and to respond to the questions posed. This questionnaire is in addition to the Acas procedure described above, which is the minimum standard an employer should follow in dealing with a grievance. This procedure is provided for by the Equality Act 2010 and the form can be found and downloaded from the following linkwww.gov.uk/government/publications/process-for-complaints-under-theequality-act-2010 Factsheet 70 November of 16
6 Note: the discrimination questionnaire procedure is due to be repealed in or around April Disciplinary procedures Employers should have disciplinary procedures in place to deal with any concerns about misconduct or poor performance. The procedures should comply with principles set out in the Acas Code of Practice. 3.1 Disciplinary procedures under the Acas Code of Practice Again this is best practice rather than a legal requirement but an employer s failure to comply with the Code can be taken into account by a tribunal (see below): Your employer should set out in writing the reasons why they are considering taking disciplinary action against you. You should be given this information along with details of a meeting to discuss this You have a statutory right to be accompanied at a disciplinary meeting by a colleague or union representative Following the meeting, your employer should let you know, in writing, what disciplinary action, if any, they plan to take. You should be given the right to appeal against the decision If you wish to appeal, you should put your reasons in writing to your employer, who should then arrange a further meeting with you. Again, you have a statutory right to be accompanied at the appeal meeting You should be informed in writing of the outcome of the appeal as soon as possible after the meeting. If the employer has unreasonably failed to follow the Code, an employment tribunal can take this into account when deciding relevant cases. The tribunal can also increase the amount of compensation awarded to the employee by up to 25%. Factsheet 70 November of 16
7 3.2 Disciplinary action The Acas Code suggests that an employer who decides to take disciplinary action for misconduct or poor performance should give a written warning in the first instance and then a final written warning if there is a further act of misconduct or performance does not improve within a set timescale. If the issue is sufficiently serious it can be appropriate for an employer to go straight to a final written warning. 3.3 Dismissal If the misconduct is so serious that is amounts to gross misconduct, the employer can dismiss the employee without notice, and without any prior warnings. In cases of gross misconduct a fair disciplinary procedure following the principles set out in the Acas Code should still be followed. The employer does not have to follow the Code if the reason for the dismissal is redundancy or the end of a fixed-term contract. For information about when a dismissal might be unlawful, see Age UK s Factsheet 4, Rights at work. 4 Settlement agreements Disputes between employers and employees can be settled with a settlement agreement. The employee agrees to give up their right to take legal action against the employer in return for financial compensation and/or any other mutually agreed elements. There is a process for offering settlement agreements set out by Acas, and the Code of Practice and a guide are available on its website 5 Taking a claim to the employment tribunal If you think your employer has acted unlawfully, for example by denying you a statutory or contractual right, by discriminating against you, or by unfairly dismissing you, and you have been unable to resolve this through informal or formal dispute resolution procedures, you can submit a claim to the employment tribunal. Factsheet 70 November of 16
8 5.1 Time limits There are very strict time limits for filing a claim at the employment tribunal. For most claims, the time limit is three months from the date of the event being complained of. If for instance, you are dismissed on 19 May 2014, you are required to file your complaint by 18 August For redundancy payment claims and equal pay claims the time limit is six months. The Tribunal will very rarely accept a claim filed outside the time limit, so it is absolutely important that you file within the applicable time limit. The date from which the time limit is calculated will vary, depending on the type of claim you are making. For instance, the time limit for a dismissal claim will be calculated, from the date your employment ends, while the time limit for a discrimination claim or claims related to non-payment of wages or for holiday pay, will be calculated from the date of the act of discrimination, or when your employer failed to make the payment. In April 2012, the Government increased the qualifying period for bringing claims for unfair dismissal from one to two years. Only in a limited number of cases can unfair dismissal claims be brought where an employee has less than two years continuous employment. Where your complaint is about a series of acts, the time limit will be calculated from the date of the last in the series of acts complained of. 5.2 Completing the ET1 A claim must be started by completing a tribunal application form (ET1). This can be obtained from any employment tribunal or filled in online at You can also order a form by phoning the employment tribunals enquiry line on If possible, you should get advice on filling in the form as it is important to include all the relevant information. However, if time is running out, you shouldn t delay completing and submitting it. It is important to use the correct form and fill in all the details properly. This is because the Tribunal will reject an improperly filled form, or a claim filed using the wrong form and the resulting delay could, where the form is filed close to the time limit, result in the claim being rejected for failing to comply with the applicable time limits. Factsheet 70 November of 16
9 You should read the guidance notes that go with the form before you complete it, or the guidance notes on the website, if filing online. State exactly what you are claiming, for example direct age discrimination, unfair dismissal, or unauthorised deduction from wages. You should include all the relevant information to support what you are claiming, keeping it clear and concise, and sticking to facts rather than giving your opinion. The completed ET1 should be sent to the local employment tribunal for the area where you work, or worked. You can get the right address by calling You should keep a copy of your completed ET1 and check that the tribunal has received it if you don t receive confirmation. 5.3 How much will it cost? You can represent yourself at the employment tribunal, without any legal assistance. However, if possible, you should seek legal advice before starting a claim. There is very limited legal aid available for employment law advice and this does not cover the cost of legal representation at the tribunal. Usually even if you win your claim the other party will not be ordered to pay your legal costs. This means that if you use a solicitor or a barrister you will almost certainly have to pay their fees yourself. You may be able to do this under a type of no win, no fee arrangement. Usually this will mean you pay a percentage of any compensation you are awarded to your solicitor. You should make sure that you fully understand the agreement before you accept this. If issuing an employment tribunal claim on or after 29 July 2013, individuals will have to pay a fee to lodge the claim and a further fee to proceed to a hearing. These fees will be up to 250 to lodge the claim and up to 950 for the hearing, depending on the type of claim issued. Legal costs are not awarded for unsuccessful claims; however, the Tribunal has a power to award costs up to 20,000 if a claim is unreasonable, or if either you or your employer conducts the proceedings unreasonably. For example, where a person files a claim, knowing the facts to be false and merely seeking to spite an employer, or where an employer unreasonably delays the proceedings by deliberately failing to produce relevant evidence or information to the tribunal. Factsheet 70 November of 16
10 The tribunal has wide powers to decide what amounts to unreasonable conduct, for which it may choose to award costs, although it only rarely uses these powers. It is therefore very important that you bring a claim in good faith and follow the directions of the tribunal diligently. 6 Settling a claim If you submit a tribunal claim an Acas officer will be assigned to your case. Acas has a duty to try to reach a settlement between the parties, without the need for a tribunal hearing. They have an independent, impartial role and cannot give legal advice in this situation. When considering whether to accept an offer to settle the claim, you should get advice on your chances of success if the claim did go to a hearing, as well as how much you are likely to be awarded in compensation. You should take into account the uncertainty involved in a hearing. You can never predict how the evidence will come out, or how the tribunal will interpret it, no matter how strong you think your claim is. Some people choose to accept an offer of compensation lower than they would expect to be awarded in a tribunal, in return for the certainty of a settlement. 7 Getting legal advice You may be able to obtain free advice and representation from a local law centre, Citizens Advice Bureau or a similar advice agency. Some universities and colleges run schemes where law students offer advice under supervision from their tutors. Some people may have legal expenses insurance, which could cover the cost of a tribunal claim, perhaps as part of a household insurance policy. You should contact your insurer to find out if your claim may be covered. You can find more information about getting legal advice and representation in Age UK s Factsheet 43, Getting legal advice. If you are being represented at an employment tribunal you should ensure that any paid representative has the legal authority to act on your behalf. A friend can represent you as long as they are doing so on an unpaid basis, and not acting in the course of a business. Factsheet 70 November of 16
11 Any representative acting in the course of a business, for example a claims management company, must be authorised under the Compensation Act Not-for-profit advice agencies and charities are exempt from the need to be authorised, as are barristers, solicitors and legal executives. You can check if a company is authorised, or make a complaint, by contacting the Claims Management Regulation team at the Ministry of Justice. 8 Useful organisations Acas (Advisory Conciliation and Arbitration Service) Acas aims to improve employment relations by supplying information, advice and training, and working with employers and employees. Tel: Website: Advice UK The membership network for organisations that give advice; they can help put you in touch with the right one to help you. Tel: Website: Citizens Advice Bureau National network of free advice centres. Depending on available resources may offer benefits check and help filling forms. Tel: (for contact details only not telephone advice) Tel: (Wales) Website: Factsheet 70 November of 16
12 Claims Management Regulation Team Ministry of Justice From April 2007 it became an offence for those offering claims management services for profit to operate without authorisation or an exemption. You can now check if providers are authorised and report complaints and concerns about companies working inappropriately. The Ministry of Justice has produced a guide called Claims management regulation what you need to know. Tel: Website: Community Legal Advice The information resources of the CLA (see below) offering free, confidential and independent legal advice for residents of England and Wales. Tel: Website: Employment tribunals Independent judicial bodies that determine disputes between employers and employees over employment rights: the website provides information about their procedures and making or responding to a claim. The Employment Tribunals websites have been closed and resources transferred into the Ministry of Justice website. Tel: Website: Equality and Human Rights Commission (EHRC) The EHRC Disability Helpline provides information and advice about all aspects of the Disability Discrimination Act. Tel: Textphone: Website: Factsheet 70 November of 16
13 Law Centres Federation Law Centres are not-for-profit legal practices that give free legal advice and representation to disadvantaged people in the UK. Their site can help you find Law Centre near you. The LCF does not give advice directly to the public. If there is no Law Centre in your area, you can visit Legal Adviser Finder at: Website: Legal Adviser Finder The Legal Services Commission has provided a web information resource called Legal Adviser Finder to enable the public to find providers of Legal advice. This provides a searchable directory of Legal Advisers and Solicitors, offering legal aid services. Tel: Website: find-legal-advice.justice.gov.uk/ 9 Further information from Age UK Age UK Information Materials Age UK publishes a large number of free Information Guides and Factsheets on a range of subjects including money and benefits, health, social care, consumer issues, end of life, legal, issues employment and equality issues. Whether you need information for yourself, a relative or a client our information guides will help you find the answers you are looking for and useful organisations who may be able to help. You can order as many copies of guides as you need and organisations can place bulk orders. Our factsheets provide detailed information if you are an adviser or you have a specific problem. Factsheet 70 November of 16
14 Age UK Advice Visit the Age UK website, or call Age UK Advice free on if you would like: further information about our full range of information products to order copies of any of our information materials to request information in large print and audio expert advice if you cannot find the information you need in this factsheet contact details for your nearest local Age UK Age UK Age UK is the new force combining Age Concern and Help the Aged. We provide advice and information for people in later life through our, publications, online or by calling Age UK Advice. Age UK Advice: Website: In Wales, contact: Age Cymru: Website: In Scotland, contact: Age Scotland: Website: In Northern Ireland, contact: Age NI: Website: Factsheet 70 November of 16
15 Support our work Age UK is the largest provider of services to older people in the UK after the NHS. We make a difference to the lives of thousands of older people through local resources such as our befriending schemes, day centres and lunch clubs; by distributing free information materials; and taking calls at Age UK Advice on If you would like to support our work by making a donation please call Supporter Services on (8.30 am 5.30 pm) or visit Legal statement Age UK is a registered charity (number ) and company limited by guarantee (number ). The registered address is Tavis House, 1-6 Tavistock Square, London, WC1H 9NA. VAT number: Age Concern England (charity number ) and Help the Aged (charity number ) and their trading and other associated companies merged on 1 April Together they have formed Age UK, a single charity dedicated to improving the lives of people in later life. Age Concern and Help the Aged are brands of Age UK. The three national Age Concerns in Scotland, Northern Ireland and Wales have also merged with Help the Aged in these nations to form three registered charities: Age Scotland, Age Northern Ireland, Age Cymru. Factsheet 70 November of 16
16 Disclaimer and copyright information This factsheet has been prepared by Age UK and contains general advice only which we hope will be of use to you. Nothing in this factsheet should be construed as the giving of specific advice and it should not be relied on as a basis for any decision or action. Age UK does not accept any liability arising from its use. We aim to ensure the information is as up to date and accurate as possible, but please be warned that certain areas are subject to change from time to time. Please note that the inclusion of named agencies, companies, products, services or publications in this factsheet does not constitute a recommendation or endorsement by Age UK. Age UK. All rights reserved. This factsheet may be reproduced in whole or in part in unaltered form by local Age UK s with due acknowledgement to Age UK. No other reproduction in any form is permitted without written permission from Age UK. Factsheet 70 November of 16
working with Guide The Equality Act 2010 The TAEN Guides to the age related provisions of the Equality Act 2010 are primarily for employees, jobseekers and learners and aim to give a simple, clear explanation.
Factsheet 66 August 2011 Resolving problems and making a complaint about NHS care About this factsheet The factsheet explains the approach to handling complaints about National Health Service (NHS) services,
RESOLVING DISPUTES AT WORK: New procedures for discipline and grievances A GUIDE FOR EMPLOYEES This guide tells you about new rights and procedures you must follow if you have a grievance in work are facing
Factsheet 3 October 2012 About this factsheet This factsheet gives information about television licence concessions and the main criteria for eligibility. The information given in this factsheet is applicable
Your rights at work A guide for people of working age Work & learning AgeUKIG33 Age UK is the new force combining Age Concern and Help the Aged. With almost 120 years of combined history to draw on, we
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline
Advance decisions, advance statements and living wills About this factsheet Advance decisions (sometimes referred to as living wills ) and advance statements are two ways to make sure others, including
Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal
A summary of the law on: Unfair Dismissal and Redundancy Employees are protected under the Employment Rights (Northern Ireland) Order 1996 from being unfairly dismissed or chosen unfairly for redundancy.
Understanding Know Your Rights www.worksmart.org.uk grievances and disciplinaries Introduction Whatever job you do, you can run into problems at work. Sometimes these can be sorted out quickly by informal
Factsheet 55 April 2011 Carer s Allowance About this factsheet This factsheet covers Carer s Allowance, a benefit paid to people who care for someone receiving Attendance Allowance, Disability Living Allowance
Factsheet 2 April 2014 About this factsheet This factsheet provides information for people who are considering buying retirement housing. It covers management of retirement schemes, what services may be
AVOIDING AND RESOLVING DISCIPLINE AND GRIEVANCE ISSUES AT WORK Simpler laws, better services 2 Introduction This leaflet has been jointly produced by the Department for Business, Enterprise and Regulatory
Employee Rights Everything you need to know If you have a complaint about any element of your work, then you must obtain urgent legal advice. The best way to obtain advice is to contact us immediately.
March 2015 Code of Practice 1 CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES Published by TSO (The Stationery Office) and available from: Online www.tsoshop.co.uk Mail, Telephone, Fax & E-mail
Factsheet 61 July 2015 About this factsheet Most NHS services are free to everyone but there may be charges for prescriptions, dental treatment, sight tests, glasses and contact lenses and wigs and fabric
DISCIPLINARY, DISMISSAL AND GRIEVANCE PROCEDURES Guidance for employers Contents Foreword...1 Chapter 1: Disciplinary and dismissal procedures...2 Communicating your disciplinary and grievance procedures...2
Protection from discrimination, harassment and victimisation when you re self-employed This information is an extract from the booklet Self-employment and cancer. You may find the full booklet helpful.
How Acas can help Early Conciliation explained What does Acas do? Acas stands for Advisory, Conciliation and Arbitration Service. We are a publicly funded independent organisation that promotes good employment
Making a complaint Information Guide This guidance is to assist disabled people and / or their family members who feel they may have received a less favourable service (discrimination) due to their disability.
Factsheet 60 Choice of accommodation - care homes April 2016 About this factsheet This factsheet explains what rights you have to choose the care home that you will live in and its location when your local
September 2004 NEW STATUTORY DISMISSAL, DISCIPLINARY AND GRIEVANCE PROCEDURES With effect from 1 October 2004, new statutory dismissal and disciplinary procedures ("DDP") and grievance procedures ("GP")
COMPENSATION UPON TERMINATION OF APPOINTMENTS OF DIRECTORS AND SENIOR EXECUTIVES DIRECTORS ADVISORY SERVICE FACTSHEET These Guidance Notes provide an outline of the relevant provisions, but they are not
! BRIEFING All Change Repeal of the Statutory Dispute Resolution Procedures in April 2009 Introduction This note examines the effect of the repeal of the statutory disciplinary and grievance procedures,
Help yourself if you re made redundant If you ve been made redundant, this leaflet will help you find out about your rights, what benefits you may be entitled to, and where you can get more help and information.
The statutory discipline and grievance resolution procedures what you need to know Statutory procedures governing disciplinary, dismissal and grievance issues introduced by the Employment Act 2002 overhauled
Disciplinary, grievance and unfair dismissal issues: A JD Law guide In an ideal world your business or workplace would be free from disputes and disagreements. All employees would perform perfectly and
Disciplinary and grievance procedures Draft Acas Code of Practice June 2004 This Code of Practice provides practical guidance to employers, workers and their representatives on: The statutory requirements
March 2009 / Special Alert A legal update from Dechert s Employment Law Group New Disciplinary and Grievance Rules d Introduction The Employment Act 2008, which comes into effect on 6 April 2009, repeals
Equity release Deciding whether equity release is right for you Money matters AgeUKIL6 Information and advice you need to help you love later life. We re Age UK and our goal is to enable older people across
Factsheet 55 April 2014 About this factsheet This factsheet covers, a benefit paid to people who care for someone receiving Attendance Allowance, Disability Living Allowance care component (at the highest
DISCIPLINARY AND GRIEVANCE PROCEDURES We provide an overview of what employers should include in their procedures. CASH PAYMENT Employers can dismiss an employee, even if they have not heard an outstanding
HERTFORDSHIRE COUNTY COUNCIL CABINET MONDAY 13 SEPTEMBER 2004 AT 2.00 P.M. Agenda Item No. 6 EMPLOYMENT POLICIES Report of the Corporate Director (People & Property) Author: Claire Howarth Tel: 01992 556670
EMPLOYMENT LAW BRIEFING ADVICE FOR CLUBS I VOLUNTEER, CONSULTANT OR EMPLOYEE? II PAYMENT: NATIONAL MINIMUM WAGE AND HONORARIA III CONTRACTS OF EMPLOYMENT IV FIXED TERM CONTRACTS V THE ACAS CODE OF PRACTICE
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
Disciplinary Rules and Procedures The following is intended to provide a brief introduction to this subject. It explains some of the key basic ideas relating to disciplinary rules and procedures and should
Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in
Jersey Employment and Discrimination Tribunal Making a complaint under the Employment (Jersey) Law 2003 Please read this leaflet if you are considering making a complaint about your employment to the Jersey
Welcome to the latest edition of our Employment Law update. If you have any questions arising from these articles or any other queries, please do not hesitate to contact Shaun Pinchbeck, Head of Employment
Help yourself if you re made redundant If you ve been made redundant, this leaflet will help you find out about your rights, what benefits you may be entitled to, and where you can get more help and information.
A Guide to Settlement Agreements Please contact us to discuss your Settlement Agreement in more detail. Whether you are an Employer or an Employee we shall be delighted to help with your Settlement Agreement.
Employment Tribunals and EAT Statistics, 2011-12 1 April 2011 to 31 March 2012 20 September 2012 Alternative format versions of this report are available on request from Ministry of Justice by emailing
JIB NATIONAL WORKING RULES 19 AND 20 19. DISCIPLINARY AND DISMISSAL PROCEDURE 19.1 INTRODUCTION For the avoidance of doubt, the term operative includes apprentice for the purpose of this Rule The behaviours
Guide to Employment Tribunal Proceedings BallantyneGrant Solicitors the litigation specialists www.ballantynegrantllp.com INTRODUCTION This guide is the second in our series of articles explaining various
STATUTORY DISPUTE RESOLUTION The Employment Act (Dispute Resolution) Regulations 2004 set out the minimum steps that employers must follow (except in exceptional circumstances) when proposing to dismiss
Chapter 1 - Disciplinary and grievance procedures 1.1. What s happened to the statutory procedures?... 3 1.1.1. Why were they abolished?... 3 1.1.2. What has taken their place?... 4 1.1.3. What are the
HR ADVISORY BULLETIN 1 Discipline & Grievance V1 January 2012 Protect DISCLAIMER The information contained within this pamphlet is for guidance only. The purpose of this pamphlet is to provide information
Work and cancer legal and finances This information is an extract from the booklet, Work and cancer. You may find the full booklet helpful. We can send you a copy free see page 12. Contents Discrimination
Discipline P o l i c y a n d P r o c e d u r e 1 Purpose and Scope This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct. This procedure applies to
Advice for employers NAT gratefully acknowledges the support of the Trust for London (formerly the City Parochial Foundation) who funded this resource. HIV@ Work - Advice for employers 1 As a responsible
Factsheet 2 November 2015 About this factsheet This factsheet provides information for people who are considering buying retirement housing. It covers management of retirement schemes, what services may
The independent scheme for Asda colleagues and families offering legal assistance, representation and advice. For all Colleagues and their families 028 903 29545 Lines operate Monday to Friday 9.00am to
Factsheet 55 Carer's Allowance April 2016 About this factsheet This factsheet explains what Carer s Allowance is, the eligibility criteria, and how to make a claim. It also explains how Carer s Allowance
Factsheet 15: Being a good employer There are many things to consider to make your organisation an effective, flexible and efficient employer. These range from legal compliance (much of which is included
Page 1 of 7 Trinity Academy Disciplinary Policy Policy Statement The purpose of the Disciplinary Procedure is to give staff members every opportunity to improve standards of behaviour and conduct and to
HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY Date of Policy 1993 Date policy to be reviewed 09/2014 Policy written by SFC/HR Risk Register Ref (s) HR7 Impact Assessed EDG Date Impact assessed 10/2012
NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...
Policy Purpose/statement/reason for being Disciplinary and Dismissals Policy E.G - MIP is designed to strengthen the effectiveness of individual s contribution to the Council s success. Purpose The Disciplinary
Chartered Institute of Personnel & Development Document copied from website 19:03:2014 by Gill Coffin Some hyperlinks may not work ask me to log in to get more information if required. Employment law developments
Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from
Grievance Any concern, problem or complaint that an employee raises with their employer DISCIPLINE AND GRIEVANCE WORKSHOP Why important? Staff morale Employment tribunal claims Constructive unfair dismissal
3 What to do before your personal assistant starts Before your personal assistant (PA) starts work there are some key tasks you have to carry out: Contract of employment Paying your PA Providing a pension
This is an excerpt from Lawpack s book Employment Law Made Easy. To find out more about the employment law regulations and how they should be applied in the workplace, click here. Employment Law Made Easy
Fees, Fines and : Using Con-Dem Employment Changes To Your Advantage Paul Statham 29 th July 2013 Bringing Claims Fees to bring ET claims were introduced on Monday 29th July 2013. Type A claims -unpaid
PEOPLE AND ORGANISATIONAL DEVELOPMENT HUMAN RESOURCES DISCIPLINARY POLICY AND PROCEDURE Author/Role Fiona Munro, Human Resources Date of Risk Assessment (if applicable) N/A Date of Equality Impact Assessment
The independent scheme for Asda colleagues and families offering legal assistance, representation and advice. Contents Welcome to Lawclub 3 How can I use Lawclub? 3 What do I get as a member of Lawclub?
Disciplinary procedure At Dandelion Education we follow our legal obligations as an employer at all times including dealing with any disciplinary matter in a fair and consistent manner. We have a policy
Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct) 1. Introduction It is important that all members of staff are aware of the standards required of them at work
Revised guidance for governing bodies Guidance Welsh Assembly Government Circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Governing
Factsheet 43 July 2014 About this factsheet This factsheet helps you identify how to get the help you need, including legal information and advice on civil matters (where you have a dispute with another
Policy Title: Disciplinary & Grievance Policy Ref: BPC 008 Author: Philip Miskel Evoy & Lynn Gibbon Date: January 2013 Version 2 Review Date: January 2014 Introduction This policy is designed to ensure
Finding and choosing a mediator Thinking about mediation? This leaflet is for you if you ve heard about mediation and you re interested in trying it to resolve a dispute you are involved in. Or perhaps
How to complain about a doctor Scotland This booklet is for patients in Scotland. Our procedures are the same throughout the UK, but healthcare and support organisations do vary. We have therefore also
Factsheet 65 May 2014 About this factsheet This factsheet provides information about different types of equity release schemes such as lifetime mortgages and home reversion schemes. It includes information
MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.