Disciplinary Procedure

Document downloads

Disciplinary Process Checklist

Do’s and Don’ts of Disciplinary

Invite to Investigation Meeting Letter

Letter confirming a written warning

Contracts

For copies of the following draft contracts or to discuss the suitability for your business, please give us a call on 01920 468061 and we will be happy to provide you with the advice and guidance you need, to ensure the right documents are used and completed correctly.

Zero hours contract

Remains an employee on your books, but only does work as and when is required so no guarantee of work.

Self Employed – Consultancy Agreement

Paid a daily rate via an invoice. The self-employed person would have to manage their own tax and NI. Not usually entitled to worker rights such as holiday pay (although see below).

Casual Contract

Used on an occasional basis to work at short notice or during busy periods.

Would you like access to this information?

If you would like to know how the CBA could support you through the Employment Contracts process, please give us a call on 01920 468061 or email info@craftbakersassociation.co.uk.

What to do if an employee raises a grievance?

It is recognised that from time to time individuals may have a concern relating to their employment. In this respect, it should be your policy to encourage open discussion between you and your employee to ensure that questions and problems can be aired and resolved as quickly as possible.

Generally, the majority of concerns raised can be dealt with as they arise by talking to your employee. However, if the employee has a more serious concern or one that is not readily resolved the procedure to follow is outlined below. The formal procedure should be used by your employee if they feel they are unable to resolve the problem by normal means, i.e. through your day to day working relationship with your employee. The procedure should be followed as quickly as possible to ensure issues are resolved in a timely manner.

An employee can raise a grievance formally and informally.

The following procedure should be followed once a grievance has been received.

1. Dealing with an informal grievance

2. Dealing with a formal grievance

3. Invitation to attend a grievance hearing

4. Grievance hearing

5. Investigation process – should this be applicable.

6. Grievance outcome.

7. Grievance appeal – should this be applicable.

Would you like access to this information?

You will work with our very own internal HR Specialist and CBA HR partner who have over 12 years of experience within the industry. Our partnership will provide you with outstanding expertise to ensure you receive first-class advice and guidance on any Employment Law issue.

Relax, leave it to the CBA, we can help. Give us a call us on 01920 468061 or email info@craftbakersassociation.co.uk to find out how the CBA can help you.

How to manage long term illness absence in your business.

This section is designed to give you a guide on what the statutory procedure would include and how to deal with long term illness absence.

1. Invite the employee to a Welfare meeting.

2. Request permission to write to their doctor.

3. Write to the employee’s doctor requesting a medical report.

4. Invite the employee to a medical capability meeting.

Medical capability dismissal (if the employee is not able to return to work)

Would you like access to this information?

Relax, the CBA can support you through this process and all other Employment Law issues.

Give us a call on 01920 468061 to find out what the CBA can do for you.

Redundancy process in a nutshell

Below you will find an example procedure on how to approach redundancy within your business:

1. Establish your Business Case

2. Redundancy Announcement and placing roles ‘at risk’

3. Selection Criteria

4. 1st Consultation Meeting

5. 2nd Consultation Meeting

Documentation required to manage the redundancy

Documentation required to manage the redundancy process within your business is as follows:

1. Redundancy Plan

2. Redundancy Avoidance Checklist

3. Initial Announcement

4. Employee Selection Criteria Guide

5. Consultation Meeting

6. Letter from 2nd Consultation Checklist

Would you like access to this information?

Relax, the CBA can provide you with all of this information and support you through this process and all other Employment Law issues.

Would you like to know more? the CBA would like to help. Give us a call on 01920 468061 or email info@craftbakersassociation.co.uk to find out what the CBA can do for you.

Who is ARAG?

ARAG plc is a legal expenses and assistance insurance provider, operating nationwide. ARAG' s mission from the very beginning has been to enable every citizen to be able to assert their legal rights. ARAG are experts in advancing the concept of legal insurance with innovative products and services, by understanding the many and varied legal systems that exist.

With pioneering spirits which has made them successful in an international market environment. ARAG plc is part of ARAG SE and recognised as a global leader, generating a premium income of over €1.5 billion per annum.

The ARAG ethos is to work in partnership with their clients, listening to expectations. With ARAG, there is no need to put your business on hold.

What does my CBA subscription cover?

Tax Investigation

The advice covers business-related legal matters within EU law or tax matters within the UK. Queries will be dealt with by a qualified specialist experienced in handling legal and tax-related matters. Use of this service does not constitute reporting of a claim.

Tribunal Cover

Following an Insured event, your cover will pay legal costs & expenses (and compensation awards under Insured event 2Employment compensation awards) up to the limit of indemnity and aggregate limit specified in your policy schedule for all claims related by time or originating cause, including the cost of appeals subject to all the requirements being met within the NAMB policy.

Your policy also covers the following;

Counselling Assistance

In the event of an employee needing confidential help and advice, counsellors are available 24 hours a day, 365 days of the year. Trained counsellors are available to provide telephone support on any matter that is causing your employee upset or anxiety, from personal problems to bereavement.

Redundancy Approval

Specialist advice can be arranged for members who are planning redundancies. This will assist you to implement a fair selection process and ensure that the redundancy notices are correctly served. This service is available between 9 am and 5 pm on weekdays (except bank holidays), subject to a charge.

Health and Safety Executive Fees for Intervention (FFI)

New for 2024, additional cover:

Background

• Fee for Intervention (FFI) is a “cost recovery scheme” operated by the Health & Safety Executive (HSE). Under the Health and Safety (Fees) Regulations 2012.

• Under the Health and Safety (Fees) Regulations 2012, workplaces in ‘material breach’ of health and safety laws are liable for recovery of the HSE’s costs for any inspection, investigation and enforcement action that is undertaken. A ‘material breach’ occurs when the HSE issues a notification of contravention, an improvement or prohibition notice, or a prosecution.

• When criminal proceedings are started, FFI cease and criminal prosecution costs apply. (Note - prosecution costs are not covered by LEI, but the cost of legal representation is).

• From October 1, 2012, the HSE have been able to recover the costs of its interventions from businesses found to be in material breach of the law, even in the absence of a prosecution.

• If the HSE intervenes they are under a legal duty to recover costs in all cases where there is (i) a material breach of health and safety law and (ii) a requirement to rectify the breach is made in writing.

• There does not have to be an incident or prosecution to trigger such HSE involvement

FFI Charges

Inspection with no action taken - No costs will be recovered

Inspection resulting in an email or letter - £750

Inspection resulting in a notice being issued - £1,500

Notifying claims

ARAG cannot settle FFI invoices until they have been raised, but members should tell them about H & S activity as soon as they are aware that the H & S Exec has identified non-compliance that will incur FFI charges. They may also be dealing with a claim to appeal against an improvement or prohibition notice that relates to the intervention that has resulted in liability for FFI. If that is the case, customers should quote the reference of any claim that relates to the same event. FFI invoices should be sent to ARAG promptly for payment.

Would you like access to this information?

For further information on the NAMB ARAG policy, please read document below.

Resource:

ARAG Policy Document