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In her Speech delivered at the opening of Parliament last week, the Queen announced Bills to be introduced in the next session of Parliament up to Spring 2013.
Of interest are the Enterprise and Regulatory Reform Bill, the Children and Families Bill and the Crime and Courts Bill.
The scope of further reforms which are set out in a number of Bills include:
Overhaul of the Tribunal system.
Blog Article | Last updated: 16/05/2012 15:07:00
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ACAS, in collaboration with the NHS' Mindful Employer initiative, has published a training package and guidance for employers aimed at promoting postive mental health in the workplace.
Promoting positive mental health at work has been designed to work with employers to:
Challenge stigmas
Concentrate on feesible steps an employer can make to help
Listen with empathy and cultivate solutions
Blog Article | Last updated: 20/04/2012 11:34:00
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The government has today announced proposals to examine workplace dismissal procedure for small businesses with a publication of a Call for Evidence. The government are seeking views from employers, employees and interested parties on two measures.
Firstly, whether existing dismissal rules and the ACAS Code of Practice are too complex or misunderstood and how they might be made simpler, quic
Blog Article | Last updated: 15/03/2012 16:26:00
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Jonathan Djanogly MP has recently responded to questions posed in the House of Commons in connection with the number of unpaid Employment Tribunal awards and ACAS settlements which have subsequently been referred to the High Court Enforcement Officers ("HCEO"). In addition, Mr Djanogly discussed the number of multiple cases accepted by Employment Tribunals between 2000-2011.
He has confirmed t
Blog Article | Last updated: 05/03/2012 16:21:00
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Normally, at this time of year, employers would be busily introducing policies and procedures to meet new statutory obligations coming into force on 6th April. However, this year, it appears that the tables have turned in favour of employers.
News Article | Last updated: 01/03/2012 14:49:00
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Will the claim be settled via an ACAS conciliation officer or a compromise agreement? ACAS may help if a claim has already been brought in an employment tribunal.
If a compromise agreement is to be used, have full factual as well as legal detail
Termination HR Resources | Last updated: 07/02/2012 16:30:00
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Does the case fall within the remit of the scheme i.e. is the claim about unfair dismissal or flexible working?
Do both parties accept that the employee was dismissed, or is eligible to make a claim under the Flexible Working Regulations?
Have
Termination HR Resources | Last updated: 07/02/2012 10:51:00
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Grievance procedures are aimed at encouraging employers and employees to resolve disputes in the workplace without the need to resort to a tribunal claim as a remedy.
Tribunals must take into account guidance in the Code of Practice on Disciplinary and Grievance Procedures produced by the Arbitration Conciliation and Advisory Service (ACAS) ("the ACAS Code") in respect of all claims to which it relates. This sets down minimum standards for a company to follow.
Discipline & Grievance HR Resources | Last updated: 06/02/2012 16:36:00
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1. WHAT IS A GRIEVANCE?
The ACAS Code of Practice on Disciplinary and Grievance Procedures ("the ACAS Code") defines grievances as concerns, problems or complaints that employees raise with their employer.
These can be regarding the conduct of the employer, a colleague or a 3rd party, a condition of employment or any other workplace issue.
An employee`s written statement of terms and conditions of employment must refer to the person to whom the employee can raise a grievance and the manner in which such an application should be made. The contract of employment does not need to contain the full grievance procedure so long as the employee is referred to it and the document in a readily accessible place. We suggest that it is best practice to refer the employee to a non-contractual grievance procedure contained in a staff handbook.
If it is not possible to resolve a workplace dispute informally, the ACAS Code recommends that formal grievances should be put in writing, without unreasonable delay, and set out the nature of the complaint. However, it does not have to be in any prescribed form. It need not be set out in detail or clearly described or labelled as a grievance. Accordingly, managers should pay attention to the content of any written communication, including emails, and follow these through if any workplace problem, concern or complaint is mentioned to clarify if the employee wishes to raise a grievance. If the grievance concerns the employee`s line manager then the grievance should be raised with another manager.
Discipline & Grievance HR Resources | Last updated: 06/02/2012 12:36:00
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Introduction
Employers and employees are advised to follow the guidance set out in the ACAS Code of Practice on Discipline and Grievance in respect of any problem, concern or complaint raised by an employee. A tribunal must take account of the ACAS Code in any matters to which it relates and this is likely to apply to most types of employment claims, including constructive unfair dismissal.
Failure to comply, with this requirement, can also have serious consequences for both parties. Tribunals have the power to adjust awards up or down by up to 25% for failure to follow the ACAS Code.
The following summarises the procedure that employers and employees should follow in respect of individual grievances. It is based on the requirements of the ACAS Code.
Discipline & Grievance HR Resources | Last updated: 01/02/2012 16:30:00
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