What additional measures, statutory or non-statutory, would aid the promulgation of employment relations best practice?
As stated above, it is important in any reform of the current dispute resolution procedures to retain the statutory requirement that all employers must have formal disciplinary and grievance procedures which comply with clearly defined minimum requirements. There should also be introduced an appropriate sanction against employers who do not have such a procedure (e.g. a free-standing right for an employee to apply to a Tribunal for an award of 4 weeks pay for non-compliance). Also, as in the new dispute resolution system in GB there will be a need for a revised authoritative LRA Code of Practice on Disciplinary and Grievance Procedures. Given the vital role of trade unions in dispute prevention/resolution and in facilitating appropriate internal workplace structures to deal with disputes, there is no justification for the present position where compulsory union recognition cannot be achieved in firms with less than 21 employees. The situation in this regard in Northern Ireland should b
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