Combined grievance and disciplinary procedures following the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000) — de-facto mandatory: not following fair procedures is close to fatal to an employer's defence in an unfair dismissal claim.
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GRIEVANCE AND DISCIPLINARY PROCEDURES — effective
These procedures follow the Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000), issued under the Industrial Relations Act 1990. The Workplace Relations Commission ("WRC") and the Labour Court have regard to this Code when assessing whether an employer followed fair procedures; failure to do so is close to fatal to an employer's defence in a claim under the Unfair Dismissals Acts 1977–2015.
PART A — GRIEVANCE PROCEDURE
1. RAISING A GRIEVANCE 1.1. Grievances should be raised in writing with: . 1.2. A response / meeting will normally be arranged within days.
2. STAGES 2.1.
3. RIGHT TO REPRESENTATION 3.1.
4. APPEAL 4.1. If not satisfied with the outcome, the employee may appeal to: .
PART B — DISCIPLINARY PROCEDURE
5. STAGES 5.1. 5.2. At every stage, the employee is entitled to know the details of the allegation, to respond to it, to be accompanied, and to a decision made by an impartial decision-maker (the principles of natural justice).
6. SANCTIONS 6.1. Possible outcomes: . 6.2. A warning normally remains active on the employee's record for months.
7. APPEAL 7.1. An employee may appeal any disciplinary outcome. Appeals are heard by , who was not involved in the original decision, wherever reasonably practicable.
8. WRC CODE OF PRACTICE 8.1. Failure to follow a fair process broadly consistent with S.I. No. 146/2000 may result in a finding of unfair dismissal, additional compensation, or both. Free, confidential guidance is available from the WRC at workplacerelations.ie.
SIGNATURES On behalf of ______________
This is a boilerplate template, not legal advice. Employment, health & safety, food safety, and consumer-protection law in Ireland changes frequently (e.g. the Employment (Miscellaneous Provisions) Act 2018, the EU (Transparent and Predictable Working Conditions) Regulations 2022, and Workplace Relations Commission Codes of Practice) — have this document reviewed and adapted by a solicitor (and, for employment matters, checked against the current WRC Code of Practice at workplacerelations.ie) before use.
Documents that are usually drawn up in the same process.
Full written statement of the remaining terms of employment, due within one month of the start date (reduced from two months by the EU (Transparent and Predictable Working Conditions) Regulations 202…
Daily working time record in the prescribed OWT1 form — required under s.25 of the Organisation of Working Time Act 1997 and S.I. No. 473 of 2001, retained for 3 years, and the single most commonly r…
Statutory statement of the core terms of employment that must be given in writing within 5 days of starting work — the strictest such deadline in the EU, under the Employment (Miscellaneous Provision…
1 of 11 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.