HRM Essay. Every company in the modern world will have to handle employee disciplinary and grievance issues.

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Contents

Introduction:        

Discipline and Grievance procedure:        

Discipline and Grievance issue in two different organisations:        

Retirement:        

Redundancy:        

Retirement Policies:        

Redundancy policies:        

Conclusion:        

Reference:        

Introduction:

Every company in the modern world will have to handle employee disciplinary and grievance issues.  A disciplinary and grievance policy will guide the management in the challenging situation. Before make a disciplinary and grievance policy, a company should give an answer of several questions which is the meaning of discipline and grievance, explaining the specific tasks of management, employees, and the union and what models are best suitable for the needs of the particular company? After discovering the response of this query, an organization can begin to type an affordable and usable disciplinary and grievance plan. The phrase “discipline” is produced from the Latina term “disciplina”, which means training, learning and increasing. Discipline is best described as the declaration of concepts, guidelines or any other set down procedure, methods, written or otherwise in the company by the workers or list of workers, to whom these use, for sleek and effective performance of the company.

Grievance is simply a complaint which has been presented in writing formally to a management representative or a union official. The word "grievance” suggests for the most of the people a complaint that has been ignored, overridden or dismissed without having any consideration. According to Michael Jucius , “A grievance can be any discontent or dissatisfaction , whether expressed or not , whether valid or not and arising out of anything connected with the company that an employee thinks , believes or even feels as unfair , unjust or inequitable.”

Discipline and Grievance both are "two faces of same of coin. The employee is direct to follows the discipline guidelines. Meaning of Discipline is relationship between teacher to a Student, Father to a Son and Employer to an Employee. In an Organization if Employee does not follow the instructions regarding Discipline then there is a Punishment for the particular employee. Whereas grievance is the topic that a reported registered by the worker to take care of by process provided in the union contract.

Discipline and Grievance procedure:

Organisation’s aim is to motivate enhancement in individual perform as well as the procedure locations out of the action which will be taken when the company recommendations are broken and provides an affordable, efficient and continuous technique of getting disciplinary problems.

Given the opportunity an employee provided with a right to appeal against any disciplinary penalty. The manager or supervisor will solve the problem with an employee as in formal discussion and the formal disciplinary procedure will be implemented if it fails to bring the required improvement.

ACAS suggests disciplinary actions in firms include:

Stage 1 – first warning/verbal warning:

First or official spoken caution will be apply if perform or performance is discouraging, the worker will be given a written caution or performance note. This warnings will be authorized but overlooked after specify time (e.g. three months) of appropriate service, giving no following disciplinary problems.

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Stage 2 – final written warning:

A written warning will be given when the offences is really serious which will consist of the purpose for the caution and an observation that if no enhancement outcome within 12 months, disciplinary activity need to be considered.

Stage 3 – dismissal

The employee may suffer demotion, disciplinary transfer, loss or seniority (as allowed in the contract) or dismissal if the conduct or performance has failed to improve. After investigation employee may be suspended if an offense is strong. Any suspension must be with pay unless the contract allows ...

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