Your employer’s disciplinary policy should provide examples of the types of things that they consider as acts of gross misconduct. Suspension should be for as short a period as possible and kept under review. Suspension with pay should be as brief as possible and kept under review. The Code does not, however, state what circumstances make it necessary nor when suspension would be appropriate. Record-keeping. also provides for Acas to issue practical guidance on time off and training for Union Learning Representatives. Disciplining staff. Discipline and grievance – Acas Code of Practice. ACAS Code of Practice: Disciplinary and Grievance Disciplinary Procedure Disciplining and Employee: Basic Steps Suspension Letter Disciplinary Meeting Invi 3 Disciplinary procedures. Contractual or non-contractual procedure? Other options should be exhausted first (eg the employee could work from home) and suspension should not be used as a disciplinary sanction. Suspension Fair dismissal . Overlapping disciplinary and grievance matters. This Code, which replaces the Code of Practice issued by Acas in 1998, is intended to provide such guidance. Acas Code of Practice. Take into account the provisions in the "Acas code of practice on disciplinary and grievance procedures" that relate to disciplinary suspension. Discipline and grievances at work: The Acas guide. Appeal. The Acas Code of Practice 1 (2015) informs employers that when seeking to establish the facts of a case there may be some instances where “… a period of suspension with pay is considered necessary…” (paragraph 8). ... Is suspension appropriate? Managing discipline – Investigation to possible dismissal: A guide. Free Practical Law trial To … Unfortunately, the statutory code of practice issued by ACAS says very little indeed about suspension, simply reiterating the need for it to be brief and reviewed. Ensure that the employee is advised that suspension is a neutral act and does not imply guilt. In part 1 of this article we look at the ACAS Code of Practice, ... A period of suspension is a neutral act and does not in itself represent disciplinary action. The ACAS Disciplinary Code of Practice should also be considered. +. Comply with any contractual procedures that apply to the suspension of an employee. 6 Areas of potential difficulty or complexity. Since the Employment Protection Act … Disciplinary hearing. See the Acas website, Advice and guidance section, scroll down to the following to see how your employer should be proceeding now. The background 2. Inform the employee of the problem If it is decided there is a disciplinary case to answer, the employee should be informed in writing, with written evidence attached, of the time and venue of the disciplinary meeting and of the right to be accompanied. A note dealing with the conduct of a disciplinary investigation, taking account of the law of unfair dismissal and the Acas Code of Practice. 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