Policies and Procedures – Obtaining and Implementing

Policies and Procedures – Obtaining and Implementing

To successfully enforce rules, or to help prove that workers are afforded proper protection and fair treatment, it is very important that employers establish proper policies and procedures for common employment issues. All employers should have Discipline and Grievance Procedures, and we would strongly advise that additional procedures are put in place to cover discrimination, victimisation, harassment, bullying, disability, alcohol & drug abuse, attendance, maternity, paternity and adoption, flexible retirement, flexible working requests, bereavement, time off for family emergencies, and an equal opportunities statement. This list is not exhaustive, with the need for other policies and procedures depending on the nature and size of the business and on employment law developments.

Having obtained an appropriate suite of policies and procedures, these must be communicated thoroughly to all managers and employees, preferably by providing training in their use. Only then can an employer claim to have done all it reasonably could to set and enforce standards and to prevent unacceptable behaviour in the workplace. If an employer is unable to convince a tribunal of this, it could be found ‘vicariously liable’ for the actions of its employees and in some cases third parties. In practice this means that in failing to properly implement their policy & procedure (e.g. on bullying) the employer itself is liable for the unacceptable behaviour of it’s employee (e.g. who bullied another), whether or not it knew about the employee’s actions.

Many policies and procedures obtained from myhrdept.co.uk are accompanied by comprehensive employer’s guides to help you understand your new document, implement your policy and help you deal effectively with issues.

To purchase an annual subscription to myhrdept.co.uk, please click here.