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New Laws for resolving disputes - Sample Memo

NEW LAWS FOR RESOLVING DISPUTES.  It’s as simple as ……

If after considering the contents of this document and the associated guidance you have found it necessary to modify your procedures for handling dismissal, disciplinary and grievance procedures in your workplace, you must by law inform your staff.

MEMO TO ALL EMPLOYEES
 
Something along the following lines can be sent to your staff.  You will want to personalise it.
"I am writing to let you know that a new law for resolving disputes in the workplace came/comes into effect on 1 October.  It introduces new minimum procedures – a 3-step process - for handling most dismissal, disciplinary and grievance issues.  

The new procedures do not mean that we should not try and sort workplace problems out informally – by talking about them as and when they happen.  But when that doesn’t resolve the problem we must each follow the new procedures."     
 

The 3-step process

Step 1 – Put it in writing

In the case of dismissal or disciplinary action being considered, [company] will put in writing why that action is being considered.  Similarly, if you have a grievance, you must put the reasons for your grievance in writing to [company].

Step 2 – Meet and discuss

In either case, after allowing time to consider the issues raised, we both must meet to discuss the issues.  After that meeting [company] inform you of their decision and of your right of appeal (you must appeal to complete the process).

Step 3 – Appeal – if required

We must meet to discuss the issues.  Following that meeting we will inform you of our decision.

[You have the right to choose to be accompanied by either a work colleague or trade official to both meetings].  

As you know the procedures relating to your employment are set out [company to complete]. This has been amended accordingly.

You can obtain further advice from Acas on 08457 47 47 47 and your local Citizens Advice Bureau.   

End of memo