PPD - Legislation, Disciplinaries & Grievances

Before Employment:

• Discrimination
• Rehabilitation of offenders
• Employing overseas workers
• Employing kids/young people 

Pay & Benefits

• Minimum wage
• Equal Pay
• Statutory pay
• Deductions

During Employment                                    Starting Employment

• Working Hours                                          - Contract of Employment
• Statutory holiday
• health/safety of work
• Discipline/grievance
• Trade union membership
• Discrimination/harrassment 

Termination

• Dismissal 
• Redundancy

Legally protect people from discrimination in workplace/society

'protected characteristics': 

• Age
• Gender
• Disability
• Gender reassignment
• Marriage/civil partnership
• sex 
• sexual orientation
• religion/belief
• Race
• pregnancy/maternity

Must be given within 8 weeks of start date:

• Name of employer/ job title & description
• Start date
• Hours of work inc. overtimes
• Rate of pay - how/when paid
• Holiday entitlement/statutory holidays
• Length of contract - Notice period
• Grievance/complaints procedure

Positives

• Flexibility
• Opportunities - get food in door
• Extra income 
• Gives employment experience/skills

Negatives

• Unpredicatble hours
• No fixed income/job security/stability
• Constantly on call 
• No sick pay 

Positives

• Easily accessed pool of staff when demand rises
• No ongoing requirement to provide guaranteed levels of work
• Cheaper alternative to agency fees 

Negatives

• Employees don't have to accept hours offered

Duties owed by employer:                                               Owed by both:

• General duty of care                                                   -  Mutual trust/confidence
• Pay agreed wages
• Provide work
• Provide support                                                            Owed by ex employees:
• Provide safe working system
• Don't treat employees harshly                                     - Duty of fidelity

Duties owed by staff: 

• Cooperate/obey reasonable lawful instruction
• Exercise reasonable care/skill
• Act in good faith

Working time regulations - 1998 

• Basic paid leave entitlement - 28 days a year
• 20 min break - 6 hours + 
• 11 hours rest every 24 hours
• 24hrs rest every 7 days 
• 8 hr max shift for night workers in any 24 hrs
• Specific regulations for 17/18 yr olds

Fair

• Lack of capacity
• Misconduct
• Redundancy
• Retirement
• Other 'substantial' reason

Unfair

• Reasons related to pregnancy 
• Paternity/parental/adoption leave
• Trade union member
• Whistle Blowing
• Take part in strike

Fair reason for dismissal as long as follows procedure: 

• Alternatives to redundancy/call for voluntary redundancy
• Consultation/information disclosure
• Selection pools
• Selection criteria
• Notice of dismissal 
• Time off work
• Redundancy pay

• Appealing work conditions
• Like minded colleagues
• Opportunities to use/develop skills
• Work doesn't offend value system
• Acceptable leadership/management
• Opportunities to grow/mature
• Equality of treatment

• Willing member of team
• Attentive use of skills/ability to acquire other skills
• Compliant w/ reasonable instruction
• Acceptance of authority 
• Willing to be flexible
• Acceptance of change

• Describes breakdown of mutual confidence between employer/staff
• Breakdown of expectations 

Employer 

Dissatisfied            =                 Disciplinary

Employee

Dissatisfied             =                Grievance 

• Perception Difference
• Limited resources
• Nature of work activity
• Role conflict
• Violation of territory
• Individual/organisation
• Change
• Age gaps
• Inequitable treatment
• Specialisation/departmentalisation
• External environmental change

Salipante & Bouwen (1990) 

• Environmental --> Working conditions/nature of work
• Social substantive --> Perceived inequalities
• Social relational --> Relationships between individuals 

• Devise/negotiate D&G Framework
• Deal w/ intervies & problem solving discussions - FIND SOLUTION! 
• Maintain viability of process
• Make sure grievances aren't overlooked
• Make sure Disciplinary process fair

Not popular part of job

Need to be knowledgeable/effective

Avoid unfail dismissal - Legal reasons