WO toolkit 2012 complete.pdf - GMB
WO toolkit 2012 complete.pdf - GMB
WO toolkit 2012 complete.pdf - GMB
You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
SECTION 4.3<br />
ARRANGING A HEARING<br />
Agree a date for the investigation hearing which allows at least five days to prepare.<br />
Do not accept a disciplinary hearing unless an investigation has been carried out.<br />
Agree a date for a disciplinary hearing at least five days in advance.If a member has been informed of a<br />
hearing and you cannot attend,seek a postponement in writing.You have the right to do this under<br />
section 10 subsections 4 and 5 of the Employment Rights Act 1999(see sample letter at the end of this<br />
section).<br />
AT THE HEARING<br />
Meet management on equal terms<br />
Treat them with respect for their position,but insist on respect for you and the member too.<br />
Ask questions<br />
The more questions you ask the more weaknesses you might find in their case and the more<br />
information you will obtain.<br />
Try to resolve the issue at the first stage<br />
Don’t assume that by letting it go through to the next stage it will then be resolved.<br />
Stick to the issue<br />
Focus on the matter in hand,don’t allow management to side-track you with other issues unrelated.<br />
Discuss the issues,not the people<br />
Discuss the issues central to the case,don’t discuss personalities.<br />
Use a positive approach<br />
Take the approach of positive resolution rather than negative aggression.<br />
Listen for the main point of the management’s argument<br />
Try to narrow down the differences between the two sides to establish the main point of the case.<br />
Keep calm<br />
Don’t be provoked into losing your temper.Sometimes management will try to do this to make you lose<br />
track of the details and undermine your credibility.<br />
Avoid arguing with the person you are representing in front of management<br />
If a disagreement arises,ask for an adjournment to discuss the problem outside the meeting room.<br />
Don’t make threats<br />
This weakens confidence in your abilities and loses you credibility if you can’t carry them through.<br />
If you are unsuccessful,act with dignity<br />
Remember that you and the management will have other issues to resolve in the future.Get the<br />
decision in writing and discuss the right to appeal with your member.