1. FAIR TREATMENT SUITE London Councils Pay and Employee Relations Network 9 September 2009 Lesley Clarke, HRD Strategy Manager

2. Fair Treatment suite – what is it? A collection of 3 procedures and toolkits for managers covering: Dignity at Work - staff grievances and harassment claims Capability - underperformance and sickness absence issues Conduct - misconduct including behavioural misconduct

3. Fair Treatment Suite – what we used to have A collection of 6 policies and procedures for managers covering: Grievance procedure Harassment procedure Capability procedure – covered underperformance only Absence procedure Disciplinary Procedure Probationary procedure

4. The other issues IDeA Peer Review in 2007 – continuous improvement, consistency (in management decision-making) and culture change Inconsistencies in process between procedures User-friendliness – some had detailed guidance, some did not – felt as if you were caught up in a complex process Not enabling – written from a policy / Employment law perspective and not from a managers perspective Complexities – if more than one procedure was being used

5. Fair Treatment Suite –so why change? Ms Harrow spotted playing golf whilst on sick leave Disciplinary procedure instigated Ms Harrow has further sickness absence Absence procedure instigated Ms Harrow feels aggrieved and lodges a Grievance Complaint (at least one) Grievance procedure instigated

6. Fair Treatment Suite –so why change? OUR CHALLENGE TO OURSELVES How can we design processes that provide development to managers and focus HRD role? How can we present policy and procedure in a way that managers will find helpful? How can we provide continuous improvement in people management practice? How can we support the outcomes of the 2007 Peer Review – innovation and culture change? COUNCIL IMPROVEMENT PROGRAMME

7. Enabling – continuous improvement Taking stock Meeting Same process Appeal – one or more

8. Enabling – continuous improvement Taking stock Meeting Step by step toolkit Same process Appeal – one or more

9. Enabling – continuous improvement Best Practice Notes Taking stock Meeting Step by step toolkit Same process Appeal – one or more

10. Conduct – the users experience

11. EventAction to be taken byAction RequiredLinks to other documents 6. DECISION 6.1 Considerat ion and decision Manager graded SPM5 or above (or Manager with delegated authority) In cases of gross misconduct/potent ial dismissal, Panel must comprise Manager graded SPM3 or above, (or Manager with delegated authority) advised by HRD. Having considered all the information presented, mitigation and any warnings currently in force, determines the appropriate course of action, ie no further action / issues Warning / Dismissal as appropriate. Link to BPN 9 - Disciplinary ActionsBPN 9 - Disciplinary Actions Link to BPN 4 - Guidance MeetingBPN 4 - Guidance Meeting Link to BPN 5 - Misconduct/Gross MisconductBPN 5 - Misconduct/Gross Misconduct Link to BPN 1 - Conduct RulesBPN 1 - Conduct Rules 6.2 Verbal notification of decision Manager graded SPM5 or above (or Manager with delegated authority) In cases of gross misconduct/potent ial dismissal, Panel must comprise Manager graded SPM3 or above, (or Manager with delegated authority) advised by HRD. Conduct Meeting reconvened and employee informed of decision immediately or as soon as possible thereafter. Link to BPN 9 - Disciplinary ActionsBPN 9 - Disciplinary Actions Link to BPN 4 - Guidance MeetingBPN 4 - Guidance Meeting Link to BPN 1 - Conduct RulesBPN 1 - Conduct Rules Conduct – an example page

12. Dignity at Work – grievance and harassment Major Changes: 1.One procedure for both issues 2.Focus on mediation 3.Focus on resolution outside of formal process 4.One hearing and one appeal hearing 5.Dealt with at officer level 6.HRD only involved at appeal stage

13. Capability Major Changes 1.One procedure covering performance and absence issues 2.Focus on support to individuals in day-to-day management 3.Compounding effect of warnings 4.HRD role limited to potential dismissal and appeal hearings

14. Conduct Major Changes 1.Removed first stage investigation – now part of day-to-day management 2.Minor misconduct dealt with through guidance 3.Process will not be delayed if unions unable to attend 4.Removed a warning – now first, final and dismissal 5.HRDs role limited to potential dismissal and appeal hearings

15. Current CIP and other related projects Council Improvement Programme projects: CIP1 - Managing Peoples Performance – last milestone to focus on toolkits with managers toolkits out by 31/12/09 Other projects: Member toolkit on people processes by 31/12/09 Staff toolkit – 31/3/10 Impact of new intranet – Spring 2010? Staff webpages