Rewards and sanctions - part 4

In this lesson

1. 0:00 Disciplinary action and relationship management
2. 1:03 Five principles for avoiding formal discipline
3. 2:11 Advance warning and consistency in practice
4. 3:28 Impersonality and privacy in discipline
5. 4:45 Distinguishing grievance from disciplinary procedures
6. 5:16 Informal grievance resolution and cooling off
7. 6:24 Protecting employees from victimisation
8. 7:49 Formal grievance procedure seven steps
9. 9:01 Employment tribunals as last resort
10. 11:04 Review and key takeaways

About this lesson

Rather than defaulting to formal procedures, you'll discover practical principles for handling misconduct informally: immediacy (addressing issues directly and promptly), advance warning (ensuring staff know expectations and procedures), consistency (applying rules fairly), impersonality (remaining objective), and privacy (respecting dignity). These approaches help prevent resentment and build respect across your team. You'll also explore the crucial distinction between disciplinary and grievance procedures. A grievance arises when an employee feels wrongly or unfairly treated and wishes to assert their rights. The video walks through formal grievance handling, including allowing cooling-off periods, shielding employees from victimisation, and ensuring independent investigation. You'll learn the seven-step formal grievance procedure: stating employee rights, setting protocol, documenting the grievance in writing, conducting interviews, escalating if needed, involving union representatives where appropriate, and setting clear time limits. Finally, you'll understand when employment tribunals become necessary—when internal grievance procedures fail to satisfy the employee. An employment tribunal is a formal hearing with an employment judge and other parties, resulting in a binding decision. Throughout, the video emphasises the importance of written records, legal representation options, and maintaining consistency and objectivity to protect both the organisation and individuals involved.

Duration: 15m