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14/04/2010
NI Workplace Grievances Addressed
The systems for resolving disputes at work earlier are to be revised by the Department for Employment and Learning.
Employees and managers will be encouraged to resolve problems as early as possible after they arise and procedures will be simplified to provide more options for external help and to offer genuine alternatives to legal action.
Describing the publication of the policy response as very significant, Minister for Employment and Learning, Sir Reg Empey, said: "The reform measures which I am announcing today, will support the Executive's commitment to promote the competitiveness of 'Northern Ireland plc' through deregulation and savings to both business and the taxpayer, while maintaining the rights of individual employees.
"Many people know someone who has faced a serious dispute at work," he said.
"Thankfully, fewer are personally acquainted with the psychological and financial tolls that such situations can unfortunately exact on all those involved.
"Disputes, of varying degrees of seriousness, are however inevitable from time to time. Their outcomes, on the other hand, are not," he continued.
"The dispute resolution review which my Department has carried out over the past two years gathered evidence on how disputes are approached by employees and employers, trade unions and HR professionals, legal advisers and the voluntary sector, statutory bodies and the tribunal system.
"Those who responded to the review have sent a powerful message that they would like to see more disputes resolved at an earlier stage, close to their original source in the workplace, thereby averting more serious confrontation and, potentially, legal action," the Minister said.
"They want to see alternatives to legal action without calling into question the absolute right of those who wish to do so to take their case to a tribunal.
"I have been encouraged by the very constructive engagement that has taken place during the review.
"I now intend to take forward these policy proposals, to include the introduction of an Employment Bill, over the coming months," he concluded.
Key measures announced in the policy response include the repeal of the current statutory grievance procedures, widely regarded as being overly complex, and the retention of the statutory discipline and dismissal procedures.
There will be better information and advice on employment relations and dispute resolution issues, with additional support for Small and Medium Enterprises (SMEs) being targeted to put in place good employee relations practices.
Improved employment relations training opportunities will be offered, the Labour Relations Agency will have an increased focus on pre-claim conciliation, alternatives to a tribunal hearing will be developed in an expanded and enhanced arbitration process and there will be improvements to the operation of industrial tribunals and the Fair Employment Tribunal.
(BMcC/GK)
Employees and managers will be encouraged to resolve problems as early as possible after they arise and procedures will be simplified to provide more options for external help and to offer genuine alternatives to legal action.
Describing the publication of the policy response as very significant, Minister for Employment and Learning, Sir Reg Empey, said: "The reform measures which I am announcing today, will support the Executive's commitment to promote the competitiveness of 'Northern Ireland plc' through deregulation and savings to both business and the taxpayer, while maintaining the rights of individual employees.
"Many people know someone who has faced a serious dispute at work," he said.
"Thankfully, fewer are personally acquainted with the psychological and financial tolls that such situations can unfortunately exact on all those involved.
"Disputes, of varying degrees of seriousness, are however inevitable from time to time. Their outcomes, on the other hand, are not," he continued.
"The dispute resolution review which my Department has carried out over the past two years gathered evidence on how disputes are approached by employees and employers, trade unions and HR professionals, legal advisers and the voluntary sector, statutory bodies and the tribunal system.
"Those who responded to the review have sent a powerful message that they would like to see more disputes resolved at an earlier stage, close to their original source in the workplace, thereby averting more serious confrontation and, potentially, legal action," the Minister said.
"They want to see alternatives to legal action without calling into question the absolute right of those who wish to do so to take their case to a tribunal.
"I have been encouraged by the very constructive engagement that has taken place during the review.
"I now intend to take forward these policy proposals, to include the introduction of an Employment Bill, over the coming months," he concluded.
Key measures announced in the policy response include the repeal of the current statutory grievance procedures, widely regarded as being overly complex, and the retention of the statutory discipline and dismissal procedures.
There will be better information and advice on employment relations and dispute resolution issues, with additional support for Small and Medium Enterprises (SMEs) being targeted to put in place good employee relations practices.
Improved employment relations training opportunities will be offered, the Labour Relations Agency will have an increased focus on pre-claim conciliation, alternatives to a tribunal hearing will be developed in an expanded and enhanced arbitration process and there will be improvements to the operation of industrial tribunals and the Fair Employment Tribunal.
(BMcC/GK)
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