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June Smith
Member - 1 post
Anyway, whatever happened to codes of practice being just that - guidance - how have we got to the point that ACAS guidelines are going to have the force of law behind them? If this does happen, I think ACAS can say goodbye to ever being asked to artibrate/conciliate on behalf of an employer. Who would ask an organisation that is party to the legislation that fines them, to assist them in any way whatsoever?? June Smith, Newcastle upon Tyne
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Craig Stuart
Member - 86 posts
ACAS guidelines have always been just that June. Whilst not actually being legislation, they have always held the strength of being 'best practice' and therefore ignored at your peril. ACAS have also always been party to legislation - but I wouldn't say that they therefore have a dubious 'vested' interest.
We have to ensure that there is a fair system in place when dealing with grievances and disciplinaries. I'm not sure that a 43 point dispute code is the way forward, but must admit to not having read it yet. I felt that the previous guidance was much more clear and straightforward. The only reason for the 53% increase in ET claims in my opinion was the failings of some employers to follow simple guidance and rely on the issue 'going away' on it's own.
Employers and employees must recognise the need to work together on such issues and support those who need it and deal fairly with those who abuse it.
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Tony Robertson
Member - 1 post
In reality I don't think people thought this government would sought out the dispute resolution procedures mess and bring in far better ones, based on what I've read here, we were all right.
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