BIS publishes
guidance on solving problems in the workplace
The BIS has published two leaflets containing guidance
on how to deal with problems in the workplace. One, ‘Avoiding and resolving
discipline and grievance issues at work’, is aimed at employers, advising them
of the procedures for dealing with discipline, dismissal and grievance issues.
The other, ‘Problems at work? What you need to know’, is for employees, and
offers advice on how to resolve grievances and disciplinary issues at work.
Avoiding and resolving discipline and grievance issues
at work has been jointly
produced by the BIS, the CIPD and Acas to inform employers about dealing with
workplace disputes in Great Britain. It sets out the procedures in place for
dealing with discipline, dismissal and grievance issues in the workplace and stresses
that the dispute resolution system has the potential to save employers time,
money and stress, because It focuses on resolving disputes in the workplace
before they escalate to the point where they end up in an employment tribunal.
Problems at work? What you need to know, has been produced by Citizens Advice and the TUC,
with the support of the BIS
and Acas. The guide stresses that employees should always try to resolve
grievance and disciplinary issues in the workplace if at all possible. It points
out that it can also sometimes help
to use an independent third party to help resolve the problem. It contains a
very useful 5 step approach to dealing with a work-place problem in a
flow-chart format, consisting of:
(i) Talk – to try and resolve the problem informally; (ii) Write – setting out
the grivance, if informal means
have failed (iii) Meet – to discuus the
grievance (iv) Appeal – if not satisfied with the meeting’s outcome and (v) Explore other
options – look for other ways to solve the problem.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
