ACAS Code of Practice on Disciplinary and Grievance Procedures

ACAS Code of Practice on Disciplinary and Grievance Procedures

Introduction

The Acas Code of Practice sets out clear and transparent processes for dealing with difficulties in working relationships from the employer's and employee's perspective. The Acas disciplinary and grievance procedures seek to ensure everyone is treated fairly and reasonably and in the same way in similar circumstances. The Acas Code replaced the more prescriptive statutory disciplinary procedure in April 2009. The Acas Code of Practice suggests parties 'should' rather than 'must'act in a certain way (Welfare, 2006, 8). While a dismissal is no longer automatically unfair if the employer does not follow the Acas Code in a work disciplinary or grievance, Employment Tribunals can increase or reduce compensation by 25 per cent if either side has 'unreasonably' failed to do so.

ACAS was established in 1896. The biggest change came in to April 6, 2009, when authorities expanded the support service and issued a new code of practice on disciplinary procedures and those grievances. In this paper we are going to discuss that ACAS Code of Practice on Disciplinary and Grievance Procedures serve to strengthen the managerial prerogative in the workplace and undermine the concept of natural justice. It focuses on preventing problems before they happen. The message of code in the British world is "better safe than sorry"

Discussion

ACAS Code of Practice on Disciplinary and Grievance Procedures serve to strengthen the managerial prerogative in the workplace. The statement is true because this code provides a range of support and advice to help ensure you understand your responsibilities when handling grievance and disciplinary procedures at work (Renwick, 2001, 168). This may include training managers to ensure employees can take advantage of the Acas Code's grievance and disciplinary procedures. This code also help investigate a grievance and advise on how to manage hearings and provide guidance on the decision making process.

The purpose of discipline is to promote freedom, it gives future professionals expertise in design, construction, theory of technology and work processes, the rationale and setting up of agricultural machines to specified conditions. This code also advises on disciplinary procedures in the workplace to ensure employees know what is expected of them in terms of performance and conduct and the consequences of a continued failure to meet required standards. Where you have to use the disciplinary at work procedures because of poor performance, we can advise on suitable goals and timescales for improvement and any discriminatory implications (Edwards, 2005, 375). For instance, we always stress the importance of meeting with your employee, before taking any action, to find out whether there are any underlying reasons for their poor performance such as pregnancy sickness, depression or care commitments. If your employee cannot meet the agreed standards and you wish to dismiss them, we can advise on a fair procedure in line with the Acas Code of Practice.

The code practice sets out the basic requirement of fairness. Employers must ensure they comply with the code, as unreasonable non-compliance ...