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29/07/2011 16:04:38 www.clicklegalservices.co.uk Administrator Posts: 374

1. Ensure you have Disciplinary and Grievance Procedures in place. 2. Follow the Procedures – but not slavishly, and be prepared to take account of individual circumstances. 3. Hold all the necessary disciplinary and grievance meetings; follow up as required in writing, detailing the result. Offer an appeal. 4. Periodically review any other policies – i.e. the use of “facebook”, “twitter” and internet use generally. 5. Operate a Zero Tolerance policy on bullying - even out of work incidents between work colleagues. Draft a bullying and harassment policy - and of course clear policies about sex, race, and age discrimination etc. 6. Keep records of discussions held about performance, absences and late arrivals/early departures 7. Try and have clear rules - and stick to them - demonstrating acceptable and un acceptable conduct. Ensure new employees are made aware of the rules (in the staff handbook). 8. Make sure your contracts of employment are up to date, and there is compliance as per The Employment Rights Act 1996. Include appropriate clauses - such as authority to make deductions from pay in advance. 9. Keep a note of events/facts which may prove useful in the future. Print and keep emails which may be useful. Hold “return to work” interviews when people have been off sick. Ensure the completion of self-certification forms. 10. Have an “open door” policy - and do not abuse it. Seek permission if acting further. Bring in a third party, - especially if a small employer if any internal investigation grievance/disciplinary procedure is likely to cause any problem. 11. Be aware of the main legal requirements – i.e. Working Time Regulations; National Minimum Wage, Health and Safety; etc. 12. Always check out the ACAS website www.acas.org.uk if in doubt, and preferably before any major decision is made.

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