Paragraph 8.32 The non-statutory ACAS guide, Bullying and harassment at work, emphasises the importance of mediation and counselling, especially where the investigation reveals no grounds for disciplinary action or where doubt is cast on the validity of the complaint. I have therefore included reference to this. Bereavement FREETHS The policy refers to an to use annual leave following a employee’s ability period of bereavement leave. I have qualified this to ensure it is clear that this would be subject to their manager’s approval. Capability FREETHS Additional paragraph inserted to are aware that ensure employee’s Procedure electronic recordings of meetings is not permitted. Compassionate FREETHS The policy refers to an ability to use annual leave following a employee’s Leave period of compassionate leave. I have qualified this to ensure it is clear that this would be subject to their manager’s approval. Data Protection FREETHS This policy will need updating in May 2018 following the introduction of the General Data Protection Regulations. Please revert to us in due course. At this time, this policy complies with current legislation. Disciplinary 2013 November 2017 LMC HR Paragraph 13.4 amended to exclude reference to verbal warning but to Procedure include Formal Counselling as an option. Paragraph 13.41 amended to exclude potential for new evidence to be introduced and to emphasise the review nature of an appeal rather than a re-hearing. Paragraph 13.43 amended to exclude reference to new information, but to include review of reasonableness of final outcome in all the circumstances. January 2018 FREETHS Paragraph 13.17 extending the right to suspend to include not just the investigation but the disciplinary process.
Paragraph 8.32 The non-statutory ACAS guide, Bullying and harassment at work, emphasises the importance of mediation and counselling, especially where the investigation reveals no grounds for disciplinary action or where doubt is cast on the validity of the complaint. I have therefore included reference to this. Bereavement FREETHS The policy refers to an employee’s ability to use annual leave following a period of bereavement leave. I have qualified this to ensure it is clear that this would be subject to their manager’s approval. Capability Procedure FREETHS Additional paragraph inserted to ensure employee’s are aware that electronic recordings of meetings is not permitted. Compassionate Leave FREETHS The policy refers to an employee’s ability to use annual leave following a period of compassionate leave. I have qualified this to ensure it is clear that this would be subject to their manager’s approval. Data Protection FREETHS This policy will need updating in May 2018 following the introduction of the General Data Protection Regulations. Please revert to us in due course. At this time, this policy complies with current legislation. Disciplinary Procedure 2013 November 2017 January 2018 LMC HR FREETHS Paragraph 13.4 amended to exclude reference to verbal warning but to include Formal Counselling as an option. Paragraph 13.41 amended to exclude potential for new evidence to be introduced and to emphasise the review nature of an appeal rather than a re-hearing. Paragraph 13.43 amended to exclude reference to new information, but to include review of reasonableness of final outcome in all the circumstances. Paragraph 13.17 extending the right to suspend to include not just the investigation but the disciplinary process.
Policy-Version-Control-Feb-2018.docx