Lets say that the employee still continued to arrive late at work, the employee is in breach of his or her employee contract where he or she agreed to arrive at work at 9.00am Monday to Friday how ever the employee arrives 9.15am, 15 minutes may not sound that long but 15 minutes a day works out at 1 hour and 15 minutes a week, that's 1 hour 15 minutes that the business is paying some one to do nothing, because the employees not at work. If this business hires 10,000 employees across the UK (for example Asda or Tesco) and each employee was 15 minutes late then the business would be losing thousands of pounds each day so for this reason its important for a business to address lateness before the problem gets any worse.
If the employee continued to turn up to work late then the senior managers has the right to give the employee a formal "telling off" this is recorded on the employees records however some businesses "wipe the slate clean" each year. This is known as stage two of the disciplinary procedure. Stage two also a verbal warning.
This is when an employee of the business decides to leave on grounds of his or her age. If the employee started a pension he or she may decide to live off that. If the employee did not start a pension then the employee would receive a state pension.
If an employee has left the business then someone needs to take his or her place. This can be done in two ways internal and external recruitment.
Internal recruitment: If a senior employee has left the business or has been promoted him or herself then the business may decide to promote one of the staff that's lower down the hirakie. This is known as internal recruitment or internal promotion.
First the business advertises the job within the business, they could advertise in the form of a company newsletter, on their intranet or on notice boards.
Lest on grounds of discrimination and Victimisation.
If an employee is discriminated or victimised be another employee then he or she has the right to take action, this is also known as the grievance procedure, it's similar to the discrimination procedure.
For an employee to carry out a grievance procedure they must have been discriminated in some way, it could be race and gender related. For example if a black man was working for a business where the other employees made racist comments about him, then its his right under the Race Relations Act, 1976 to carry out a grievance procedure.
Stage one: First the employee can have an informal interview with his line manager. At this interview each party can talk about the problem, its then up to the line manager to stop the racism within his or her department, its in the businesses best interest to sort the problem out, there's a chance that the business could get a bad reputation. However there's a chance that the line manager could already know what's going on, and just choice to do nothing about it. However this is rare.
Stage two: Hopefully by now the problems sorted, but if the problem still occurs then it's the right of the employee to organise a formal interview with more senior managers. Again its in the managers best interest to sort the problem out before it gets to stage three, where there's a chance of the issue being more public, which means a bad reputation on the business.
Stage three: This is a formal interview with an outside body, like ACAS (Advisory, Conciliation and Arbitration Service) this official outside body makes recommendations for each party to agree to.
If none of the above works then it's the employees right to appeal for an employment tribunal. The way the employment tribunal works is similar to the court, each party gets a say and there's a judge and jury. The employment tribunal unlike ACAS can enforce their decisions. The employee can also sue the business, however this is rare.
Grievance procedures can also be carried out for unfair pay, other types of harassment not only race or sex related (for example disability), unfair treatment and misconduct.