How to prevent unfair dismissal in the workplace
Requests for termination and severance that these cases can provide can be very painful for the profits of the company. It is appropriate to companies to come with clear strategies to not only reduce these claims but also to foster a better atmosphere in the workplace.
If the employer and its employees are aware that people only will be rejected for reasons based in law for example of redundancy, the lack of ability or skill or breach of the rules on driving, then they will become much more relaxed and productive.
An employee may take a number of measures to guard against arbitrary and unfair dismissal. The first thing is to make sure that they are honest at all times because that recorded cases of dishonesty can be used against their claim of unfair dismissal.
Another thing to do is to ensure that all correspondence to the employer on the objections or working hours or conditions is officially in writing and documented. It should maintain documentation of all disputes, grievances, mistakes and achievements that the employee has made and track overall performance from the perspective of employers (this can be done through annual performance reviews, etc.). The most important step is for the employee to have knowledge of both the law relating to these issues, as well as internal procedures of the company. Knowing what period of time, the employee must improve after the employer has issued a warning is an example of this kind of things to know.
The employer may also take a number of steps to ensure they keep unfair dismissals to a minimum. First of all, they should inquire about what are legally considered fair grounds for dismissal under the employment rights act. What this essentially means that the prejudice, discrimination or personal feelings should not be used in the decision-making process surrounding the dismissal.
Employers should ensure that they comply with the relevant Advisory Guidelines, Conciliation and Arbitration Service (ACAS) and that employee are informed of the internal procedures of the company. The main ways to reduce unfair job applications in the workplace are to ensure that adequate notice is given for any decision which may involve layoffs and that employees receive adequate time to respond and procedural fairness in monitoring at all times. This applies also to give warnings to employees.
If the employees and employers follow these simple steps in tandem with each other will help to foster a more meritocratic, capacity depending on the working environment. The exponent clearly and following the procedure on the two parties will also ensure that the cases which are clearly unfair can be marked up and processed quickly.