This Code, which replaces the Code of Practice issued by Acas in 2003, is intended to provide such guidance. The ACAS Code of Practice helps employees and employers handle disciplinary and grievance situations in the workplace. Acas Code of Practice 3 - Time Off for Trade Union Duties and Activities. It should therefore be used in conjunction with the Acas statutory Code of Practice . The Acas statutory Code of Practice on discipline and grievance is set out at paragraphs 1 to 47 on the following pages. Many disciplinary or grievance procedures can be resolved informally, but where they cannot, they must be settled formally. Advice on the role and responsibilities of employee representatives is provided in two Acas Guides: Trade Compensation for your employer's failure to follow the ACAS Code of Practice. The ACAS code of practice . For the purposes of a claim for unfair dismissal the relevant Code is the ACAS Code of Practice on Disciplinary and Grievance Procedures 2009 (“the ACAS Code”). The Acas statutory Code of Practice set out in paragraphs 1 to 24 on the following pages is designed to help employers, employees and their representatives understand the implications of section 111A of the Employment Rights Act (ERA) 1996 for the negotiation of settlement agreements The Acas statutory Code of Practice on discipline and grievance is set out at paras 1 to 45 on the following pages. It is the duty of the tribunal to ensure that both employer and employee have acted in accordance with the Code of Practice, and to use it as a direct reference point for best practice. If you fail to follow the ACAS Code of Practice, an Employment Tribunal could reduce your claim by 25%. In DLA Piper’s latest case report, the Employment Appeal Tribunal (EAT) confirmed that the Acas code of practice on disciplinary and grievance procedures does not apply to dismissals on the ground of ill health where there is no element of culpability on the part of the employee. This Code came into effect on 06 April 2009. In unfair dismissal claims, employment tribunals take the “Acas code of practice on disciplinary and grievance procedures” into account where relevant and may increase an award of compensation by up to 25% for an employer’s unreasonable failure to follow it. Settlement Agreements (under section 111A of the Employment Rights Act 1996). More about the Acas Code of Practice. Act 2002, also provides for Acas to issue practical guidance on time off and training for Union Learning Representatives. The ACAS Code of Practice on Discipline and Grievances sets clear parameters for both employers and employees to follow when handling these issues in the workplace. In order to observe the ACAS Code of Practice you have to put your grievances in writing. Why give your employer this opportunity? If your employer didn't follow the Acas Code, a tribunal can increase your compensatory award by up to 25 per cent. The Code is taken into account by employment tribunals when considering relevant cases. It provides basic practical guidance to employers, employees and their representatives and sets out principles for handling disciplinary and grievance situations in the workplace. It provides basic practical guidance to employers, employees and their representatives and sets out principles for handling disciplinary and grievance situations in the workplace. A: The ACAS Code of Practice are written guidelines for both employers and employees’ to follow. Acas Code of Practice 2 - Disclosure of Information to Trade Unions for Collective Bargaining Purposes. The code sets out a clear process for dealing with difficulties in the workplace. 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