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

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Introduction

´╗┐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 ...read more.

Middle

For example there is a case between Mr. Hitt and Sainsbury?s. Mr Hitt was dismissed for suspected of missing box of razors which was found in his personal locker. But he dined the allegation saying that it had been planned on him where he shares the locker with his another colleague and there is no proper witness which prove that he has stolen the box of razors. Sainsbury?s could not investigate the factor before dismissing Mr. Hitt. The employment tribunal has turn over the dismissal decision because Sainsbury?s failed to provide sufficient evidence against Mr. Hitt. Because of those kind simple mistakes Sainsbury?s loses lots of time and money where they do not follow the disciplinary and grievance procedure properly. There is another example of restaurant which does not follow the disciplinary and grievance procedure appropriately. The name of the restaurant is Tower Hill Dinner which is based on tower hill in London. It serves traditional English food for the customers for last fifteen years. The restaurant does not follow the disciplinary and grievance policy according to ACAS code of practice. Employees do not know what the performance standards are expected from the employees. Employer does not provide right rule and regulation to the employees about the absenteeism, lateness, sick call and even the break policies. As a result of this labour turnover rate is very high and restaurant could not provide the quality service to the customer. ...read more.

Conclusion

An employer must consult with employee representatives where there is no recognized trade union before issuing redundancy notices. Failure to do this will face employment tribunal. Companies should seek advice from affected workers over this issue and try to ensure that the balance of skills and experience within the workforce is acceptable to the company's future require. It would be discrimination and it?s against the law to choose an employee for redundancy because of age, impairment, sex reassignment, wedding and municipal collaboration, maternity and maternity, competition, perception or perception, sex or sexual direction. Management can minimize the compulsory redundancies by controlling the natural wastage, restriction on recruitment, retaining and redeployment and reduction or elimination of overtime. The employer needs to find an alternative job or a volunteer job offer for an employee. The policy on helping redundant employees obtains training or search for alternative work. Conclusion: A disciplinary and grievance policy guides management to face challenging situations. Grievance policy will prevent the dissatisfaction between employee and employer in the organisation. Organisation need to follow discipline and grievance procedure which will help make them better organisation in these competitive market. To make a better organisation the ACAS code of practice has to be maintained by the management. Organisation can keep their best skilled people according to the retirement and redundancy policy. Reference: 1. http://www.acas.org.uk/media/pdf/o/q/H02_1.pdf 2. http://www.j-sainsbury.co.uk/about-us/) 3. /http://www.cipd.co.uk/ 1. (2011). DISCIPLINE AND GRIEVANCE. Available: http://www.cipd.co.uk/hr-resources/factsheets/discipline-grievances-at-work.aspx. Last accessed 20th august, 2012. 1. Ndunuju Adiele. (2009). Discipline and Disciplinary Actions in Organisations.Retirement. Available: http://www.merriam-webster.com/. Last accessed 22th august, 2012 2. Torrington et al (2008) . Human Resource Management 7th edn. Prentice Hal, Europe 1. ...read more.

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