POLICIES & STAGES

THE QUESTION IS NOT IF BUT WHEN...

Recruiting a new employee will always be challenging. The question is not if, but when. Hence why it needs to be managed from day one and continuously. The employee lifecycle model (ELM) is a model designed to illustrate the journey of an employee. The six stages, attraction, recruitment, onboarding, retention, development and separation all have their own role to play.

Every company has a unique way of managing the stages / policies below.

PROBATION

A probation period is essentially a trial period of employment during which someone is employed subject to successfully completing their probation. They're mainly used with new employees and vary in length, but typically last between one and six months.

PERFORMANCE

The performance management cycle is a systematic approach to improving employee performance and company outcomes. It can consists of three main stages:

Not improving - Needs Improvement - Good Performer. Objectives set to the employee have to be SMART.

GRIEVANCE

A grievance procedure is a formal way for an employee to raise a problem or complaint to their employer. The employee can raise a grievance if: they feel raising it informally has not worked. it's a very serious issue. Cases such as sexual harassment, unfair treatment. or whistleblowing.

REDUNDANCY

Redundancy is usually a type of dismissal when a role is no longer needed. You should only consider making redundancies if part or all of the organisation is: closing, or has already closed. changing the types or number of roles needed to do certain work.

DISCIPLINARY

Disciplinary action in the workplace is a method to stop an employee from continuing an unwanted behavior or to reprimand them for breaking company rules and policies. It is put into place to ensure that employees are safe and that disruptions to the workplace are stopped.

PROCESS OF A INVESTIGATION

FACT FINDING MEETING

It is a meeting held as part of the fact finding investigation procedures in response to an incident, issue or complaint in the workplace. These meetings are the deciding factor of the hearing. Therefore, honesty is the best policy. Unsure, ask us!

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HEARING MEETING

Where the investigation shows the employee has a case to answer, the employer should ask them to a disciplinary meeting or 'hearing'. This is a meeting where the employer hears all the evidence from a fact finding meeting before making a decision.

APPEAL

The appeal hearing is the chance for the employee to state their case and ask the employer to look at a different outcome. It could help for you to: explain why you think the outcome is wrong or unfair. say where you felt the procedure was unfair. Ask us! We can determine where parts of the procedure were unfair.