Although employees don't need to have a copy of your Grievance and Disciplinary policy, they must have access to it if they so desire.

It is vitally important to protect yourself against any future claim by laying down in writing your rules covering acceptable behaviour at work. By doing this, you will be able ensuring your staff are aware of the consequences of any breaches.

The policy should at the very least cover:

• Timekeeping
• Personal Appearance
• Absence
• Smoking, alcohol & drug consumption
• Performance
• Bullying, discrimination, harrassment
• Health and Safety
• Use of company equipment and facilities

The above is by now means exhaustive but does give an indication as to what should be included in the policy.

Whilst drawing up a disciplinary process, it is important to remember the employee and write a grievance policy as well.

This policy should outline who and how an employee should approach to resolve a grievance issue. The policy should ensure that any grievance is handled fairly and discreetly. It is essential to give your employees access to a forum in which a situation can be resolved. This will also protect you from any future claims such as:

• Constructive dismissal
• Unlawful dismissal

For more information on this or any other employment law advice, please click here