2.3 Explain common features of disciplinary and grievance procedures and how the manager’s role relates to these

Qualification: Level 4 Certificate in Principles of Leadership and Management for Adult Care (RQF)
Unit: Unit 11: Supervision and Performance Management in Adult Care
Learning outcome: 2 Understand procedures to address performance management issues
Assessment criteria: 2.3 Explain common features of disciplinary and grievance procedures and how the manager’s role relates to these

• Although disciplinary and grievance policies and procedures will vary between different organisations, common features are provided below:
• Grievance procedures:
  • Grievances will usually be raised informally at first, but if the employee is not happy with the outcome, they can make a formal grievance which will invoke the formal procedure
  • The employee should have the opportunity to discuss their grievance with the employer in a meeting – the employee may be accompanied by a companion
  • The employer should then decide on what action it will take to address the grievance
  • If the employee is still not happy with the outcome, they should have the opportunity to appeal
  • Where possible, the manager or other employee that handles the grievance should be removed from the nature of the grievance (e.g. if the grievance relates to a particular manager, that manager should not be the person dealing with the grievance)
• Disciplinary procedures:
  • Disciplinary procedures are usually invoked after a manager has raised issues of performance or behaviour informally but there has been no improvement
  • Disciplinary procedures may also be invoked without informal discussions if it is a serious incident or is required by the policies and procedures
  • The employer should conduct an investigation to establish the facts of the case
  • If the employer finds that there are grounds for disciplinary action, the employee should be informed of the issue in writing and a disciplinary meeting arranged
  • The employee has the right to be accompanied by a companion
  • Following a disciplinary meeting, the employer will decide on what action should be taken. This may be a written warning or dismissal.
  • If the employee does not agree with the decision, they should have the opportunity to appeal