Human Resource Management

Introduction to ACAS Code of Practice

There is best and appropriate practice available for employers to manage the disciplinary and grievance of employees. It is known as ACAS Code of Practice. The code of practice explained the practical guidance for employers, employees and detailed about managing the situation of disciplinary and grievance in a working environment. The code of practice produced under section of 199 the trade union and labour relation act 1992.

Many potential disciplinary or grievance issues can be resolved informally. A quiet word is often all to solve a problem. However, there is a problem not resolved informally, maintained. The Code contains the basic needs of fairness that apply in the majority of cases, it is reasonable in most cases, is to offer it up to the standards of conduct.

Employers and employees always try to resolve disciplinary and grievance problems in organization. If it is not possible, employers and employees need to approach a third party to resolve the problem. The third party does not have to come from outside the organization, but could be a person who is within the work place. If not, in some cases it may be adequate, an external mediator.

ACAS CODE OF PRACTICE

 This Code is for to assist employers, employees and their legislature to deal with disciplinary and grievance situations in organizations.

It comprises misbehaviour or poor performance. If employers have a separate ability method, they could wish to address performance issues under this practice. Though, the basic values of fairness set out in this practice should still follow, although they might need to be tailored.

Grievances are focus on issues or complaint that rises by employees against with their employers.

The code is not relating to redundancy dismissals or the non renewal of fixed contracts on their expiry.

 Fairness and intelligibility are encouraged by initialling and using rules and procedures for managing disciplinary and accusation...