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Employing peripatetic employees with complex work patterns
Written by John Berry on 23rd January 2019. Revised 25th March 2020.
5 min read
Sometimes, the scenarios that our clients ask us to work with are straightforward – a revised pay structure, a manpower plan or a restructure of existing activities. But occasionally they present something that takes a little more to understand, is more complex and takes more time to develop solutions for. Here’s an example of one such complexity involving complex work patters, pay and tax.
Taking Disciplinary Action
Written by Sue Berry on 22nd July 2017. Revised 25th March 2020.
2 min read
Firms take disciplinary action when an employee does something that is considered to constitute unacceptable behaviour. There should be rules in place to assist managers in dealing with wayward employees, and also to let employees know what is, and is not, acceptable behaviour.
In dealing with discipline of employees, the most important thing is that you must follow your own company’s documented disciplinary process.
Correctly Managing Disciplinary Action
Written by Sue Berry on 6th May 2017. Revised 25th March 2020.
38 min read
Disciplining staff is one of the key rights, and one of the key methods a manager has of effecting control of unacceptable behaviour. This right must however be used only when other management systems have failed.
When dealing with grievance, disciplinary and absence
Written by John Berry on 3rd May 2017. Revised 25th March 2020.
4 min read
There’s a common theme amongst the absences, grievances, disciplinaries, performance management and general people management issues that managers face. It’s that managers don’t act. When dealing with grievance, disciplinary and absence. managers must act swiftly. This blog explains the psychological, legal and money implication of dithering.
The fallacy of the disciplinary procedure
Written by John Berry on 5th May 2017. Revised 25th March 2020.
5 min read
Many firms use a single corrective action procedure for all instances where they wish to tackle specific issues in an employee covering behaviour, capability and sickness. This single procedure is generally referred to as the disciplinary procedure. ACAS, the employment advisory service, supports this single procedure approach.
Conducting high quality grievance and disciplinary investigations
Written by John Berry on 23rd August 2017. Revised 25th March 2020.
3 min read
Investigations are an essential part of company procedures. Investigations start with a broad investigation question and end with a report to management about events. Good investigation centres on high quality information-gathering and highly effective methods of reducing this information to a few pages of A4 for the chair to digest. It’s a simple concept but a task requiring high skill and knowledge. Here's how.
