job demotion

porsche boy

what steps are required to demote a staff member. Are there similar requirements to dismissal or can it be done on the basis of a few small issues?

uck51js9zml2yt

I would think a log would need to be kept of all unsatisfactory work and meetings to deal with it documented properly.

porsche boy

Grey Squeaking Ginger wrote:

I would think a log would need to be kept of all unsatisfactory work and meetings to deal with it documented properly.

Yes that's what I thought. If there was a meeting highlighting issues but no chance of rectifying the issues before demotion would that be illegal or would it be grounds for demotion?

uck51js9zml2yt

porsche boy wrote: »

Yes that's what I thought. If there was a meeting highlighting issues but no chance of rectifying the issues before demotion would that be illegal or would it be grounds for demotion?

Honestly don't know. Maybe ask a mod to move this to work problems forum.

livedadream

porsche boy wrote: »

Yes that's what I thought. If there was a meeting highlighting issues but no chance of rectifying the issues before demotion would that be illegal or would it be grounds for demotion?

if you offer no chance to rectify the issue then yes it is illegal, you must give an employee the chance to improve performance before taking action.

Gaillimh1976

Slightly off-topic, but is demotion the best solution ?

If the staff member is currently unsatisfactory, demotion is unlikely to motivate them to improve

Would dismissal & replacement be a better long-term option ?

Icaras

Check your term's and conditions it should be detailed in there. If not there should be some clear policy/process.
Obviously I don't know the details but there is a difference between reducing responsibilities with same pay and demotion.

porsche boy

Gaillimh1976 wrote:

Would dismissal & replacement be a better long-term option ?

Dismissal will require a cause, with him on the ropes so to speak it would need to be gross misconduct to avoid a trip to the WRC I think.