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Leaflet 7. Rules and Procedures
February 2016
Good company rules benefit employers and employees.
Disciplinary procedures
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.
Disciplinary matters
February 2016
This Information Note provides guidance on general principles in relation to discipline. It is not a substitute for the Agency’s Code of Practice on Disciplinary and Grievance Procedures.
Induction
When an employee starts work, the employer has a duty of care towards them. This includes making sure that they can do the job safely and competently.
Leaflet 8. Controlling Absence
February 2016
This Leaflet deals with how to control levels of sickness absence and unauthorised absence.
Leaflet 1. Know the Law
February 2016
Employees have a range of legal rights derived from national or European legislation and these are summarised in this leaflet
391 Disability Discrimination (Exemption for Small Employers) Order (Northern Ireland) 1998
This Order lowers the small employer exemption threshold (available under Section 7 (1)) from 20 employees to 15 employees.
173 Industrial Tribunals (Constitution and Rules of Procedure) Regulations (Northern Ireland) 1996
These Regulations revoke and replace the existing regulations on rules of procedure for Industrial Tribunals and include: rules applicable to all proceedings before an Industrial Tribunal, rules regarding ‘equal value’ claims, levy appeal rules, rules on appeals against improvement/prohibition notices, rules on appeals against non-discrimination notices, rules regarding £150 deposit in pre-hearing reviews, reporting restriction rules, orders for costs (specified instances) and so on.
Preventing relationship problems
The best way to prevent relationship problems is to have policies and procedures that are fair, constructive and clear and there should be constructive communication to address issues as quickly as possible. We can help you to check if your policies and procedures are in line with best practice.
However, where relationships have been damaged by events in the workplace, the Labour Relations Agency can provide impartial and confidential mediation, conciliation or arbitration support to help resolve the situation.