This case study is based on real life events and on the actual approach taken by Jay Webb as the appointed independent HR professional. It is a practical resource for all trainers and managers to use to develop those who deal with discipline and grievance at work. A grievance handling case study example from Solutions for HR. First Written Warning Stage 3. The contents of the letters are discussed and developed, and any additionally required material is agreed. The aim of this case study is to give you an idea of the processes involved when performing a grievance … The first case study states the result of Jennys appeal hearing, then participants are asked to write to her, confirming the result. Priya.S Priyanga Krishna Moorthy Rajesh Kumar.K Sajitha Farveen.S 1 2. Participants work in groups to identify the benefits of keeping records and the implications of failing to do so. 21 Recording actions This activity uses a case study to illustrate what might happen if managers fail to keep accurate records of disciplinary discussions and actions taken. Examples include drug abuse, alcohol abuse and stress-related illnesses or family guidance. Ltd. 1998 - 2018. 9 Whistle-blowing This case raises awareness that other procedures, such as a whistle-blowing procedure, may be cross-referenced to discipline and grievance procedures. This case requires very little experience or knowledge of disciplinary or grievance procedures, so it can also be used as a short introduction to the topic. Derek wasn’t sure how to handle the situation as it seemed very petty to him. Sometimes this can be less than ideal it could be due to other work factors, it could be due to lack of skills or knowledge, it could be due to factors outside work. 4 Conducting a disciplinary interview This short energiser asks participants to identify the skills and behaviours needed at each stage of an effective disciplinary interview. 12 Dealing with unacceptable behaviour Complaints from employees about unacceptable behaviour should be investigated as quickly as possible, and dealt with in a non-judgemental manner. Topic of the week: Disciplinary suspension case study Employers should not impose periods of suspension during the disciplinary process unless it is absolutely necessary to do so. They work in groups to reach an understanding of what should be included in each stage of an effective procedure. The “Acas code of practice on disciplinary and grievance procedures” provides employers with the principles for handling workplace disciplinaries and grievances. Participants read the case study and then assess the accompanying paperwork and how appropriate it is for the situation. When you are working with inexperienced participants, the checklist can be issued earlier in the activity, to help them to construct the letter. The point is also made that it is preferable to deal with cases of harassment internally and informally where possible. 23 What is a wipe-clean policy? We consider whether or not it is appropriate to impose periods of disciplinary suspension on them. Participants help the manager decide what to do. This came to the attention of the Finance Director along with some ‘stories’ about the nature of what he … In Ramphal v Department for Transport, the Employment Appeal Tribunal (EAT) looked at the influence by HR during a disciplinary process.. Any decisions to suspend or dismiss etc must be taken by that specified manager. 15 Is disciplinary action necessary? Employers should have a disciplinary, grievance or dismissal policy which specifies the manager with the authority to hear the case. 2 Active listening Participants, in pairs, read short scenarios to each other. Participants are asked to produce a phrase that provides an overview of the purpose of discipline, written so that the initial letters spell ACT FAIR. Shortly after the relocation, there were rumours amongst staff that one of the male senior sales managers was spending a lot of time on the internet for personal use. The client had received concerns from numerous employees relating to a colleague’s inappropriate behaviour on the shop floor. Hi Derek, I've taken some very well known cases and created 'parts' for them. Managers and team leaders are responsible for the performance and behaviour of themselves and their teams. All Rights Reserved. This case study looks at a situation in which allegations of serious misconduct have been made against two employees. The company were able to review the full suite of evidence supplied and take the appropriate steps to formally address the matter, with independent support and advice provided by Solutions for HR throughout. Unfortunately, Derek had no HR tr… Participants work through a number of multiple-choice questions to decide what the owner should have done to avoid this situation. The deteriorating relationship and the escalating allegations made in the grievances started to have a significant impact on other members of the care h… Discipline and Grievance Disciplinary for employee who faked illness Employee faking being ill and then not returning to work Situation An employee in the finance team went off “sick” on a Friday but failed to arrive for work or make contact with the office in Winchester the following week. 10 Investigating grievances This case study concerns the owner of a business who fails to respond to the difficulties faced by a loyal employee who is working long hours. In the third case (selective with evidence), this doesn’t require putting the disciplinary on hold and going through a grievance process. In this activity, participants follow the actions of a manager dealing with poor performance, to decide what he did right and what he did wrong. Discipline and Grievance: 30 case studies and activities covers the full range of issues relating to discipline and grievance, from informal and formal interviews and warnings to record keeping and appeals. 11 Dealing with rule breaking Participants put themselves in the position of a manager who has to deal with a case of rule breaking, and decide how they would tackle the situation. How each employer responds to these reports will differ, not only among different organizations, but sometimes within the same organization, ... •Take disciplinary … © 2021 Solutions for HR. Participants then use this set of cards to identify the constituents of good disciplinary procedures. Importance of Grievance and Disciplinary policies and procedures for the employers. 25 Notification of the result of appeals This activity follows on from Case study 24 Dealing with appeals. The activity can be linked to the Fenman video/DVD, Act Fair! Case study pack No. Participants answer a quiz to evaluate the actions of a manager who deals unsympathetically with an employee who has reported malpractice. Team leaders are responsible for the client had received concerns from numerous employees to... An alternative, participants draw up a disciplinary interview the formal disciplinary process:! Paperwork and how appropriate it is for the client had received concerns from numerous employees relating a! Client had received concerns from numerous employees relating to a formal complaint raised by an employee, they. Each Stage of an employee who has been advised that he has responsibility HR... 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