Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 09 APRIL 2012

Representation At Disciplinary And Grievance Hearings: Recommendations Could Lead To Change

Collas Crill
Collas Crill
Contributor
Collas Crill

Collas Crill

Firm Details: Chief Executive Officer: Jason Romer Managing Partners: Bermuda: Lilla Zuill, BVI:...

View firm profile
Explore more from Collas Crill

The issue of representation at disciplinary and grievance hearings is relevant to employers and employees alike.

JerseyEmployment and HR
Collas Crill
Collas Crill
Author LinkedIn connections

The issue of representation at disciplinary and grievance hearings is relevant to employers and employees alike. Recommendations by the Jersey Employment Forum could lead to changes to the "Disciplinary and Grievance Procedures" Code of Practice, which in turn could lead to the need for changes to policies and procedures.

Currently, Part 7A of the Employment (Jersey) Law 2003, as amended, provides very basic provision for representation, namely, it is the right of an employee to be represented in disciplinary hearings where that hearing could result in some formal action being taken against the employee and in grievance hearings.

The employee has the right to take one of the following types of representative to such a hearing:

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Jersey Employment Law Update: Key Practice Points From Recent Employment And Discrimination Tribunal Cases

Recent Jersey Employment and Discrimination Tribunal decisions from July 2026 reveal critical implications for employers regarding statutory rights, disability discrimination claims, and procedural compliance. The rulings clarify when provision, criteria or practice (PCP) requirements are met, how retrospective cap increases apply to discrimination awards, and the importance of clear contractual language in displacing statutory holiday rights.
JerseyEmployment and HR
Walkers
Walkers
Article

Jersey’s Draft Whistleblowing Law: A Practical Guide For Employers, Managers And Whistleblowers.

Jersey is set to introduce statutory whistleblower protection through draft legislation that establishes a comprehensive framework for raising concerns about wrongdoing. The proposed law defines who can make protected disclosures, outlines reporting procedures, imposes investigation obligations on recipients, and provides robust protections against retaliation including automatic unfair dismissal provisions.
JerseyEmployment and HR
Baker & Partners LLP
Baker & Partners LLP
Article

New CRS Principal Point Of Contact Requirement For Cayman Financial Institutions

As part of the Cayman Islands' implementation of the OECD's enhanced Common Reporting Standard (CRS) framework, commonly referred to as CRS Regime 2.0, the Tax Information Authority (International Tax Compliance) (Common Reporting Standard) (Amendment) Regulations, 2025 introduced a new requirement for all Cayman Financial Institutions (FIs) to appoint a Principal Point of Contact (PPOC) based in the Cayman Islands.
Cayman IslandsTax
Collas Crill
Collas Crill