acas disciplinary procedure flow chart

If your employee has made a complaint, our flowchart can be used as a guide on how you could deal with the situation. Model Disciplinary Procedure. Capability or performance is about an employee’s ability to do the job. A grievance procedure is used to deal with a problem or complaint that an employee raises. Consider at any stage whether the use of an independent mediator may be helpful. The ACAS disciplinary procedure; The steps in a disciplinary procedure; Small business disciplinary procedures; Tips when taking disciplinary action; Disciplinary procedures and the ACAS. Acas Disciplinary Procedure Flow Chart Acas Disciplinary Procedure Flow Chart Awesome Letter Of Grievence File #: 189963425944 File Type: image/jpeg File Size: 32 KB Dimension: 425x449 pixels Updated: January 21st, 2019 Outcome No case to answer Potential case to answer Outcome I n f o r m a l . It is therefore helpful if employers can have a comprehensive capability procedure both to ensure that employees know what to expect and to provide managers with appropriate guidance and support. Disciplinary procedures; Probationary arrangements; Further Information; Internal Mediation Service; Your Career; Higher Education; Training & Development; Performance Management; Employee Wellbeing; Dignity at Work; Maternity and other family-related leave and pay; Absence or Special Leave; Leavers; Retirement & Pensions ; Religion or Belief. Acas Disciplinary Procedure Flow Chart Employee Relations Factsheets File #: 189985670054 File Type: image/jpeg File Size: 477 KB Dimension: 670x450 pixels Updated: January 21st, 2019. The procedure therefore describes the steps to be taken to deal with each situation reasonably and, wherever possible, help the person concerned to improve their standards of conduct of behaviour to reach acceptable standards. dismissal and disciplinary procedure and paragraph 30 of Code) Flowchart 4 - Taking disciplinary action– misconduct. You can view the archived version of this advice on The National Archives website. The steps an employer should take to deal with a disciplinary issue. Disciplinary procedures and the ACAS. They should include a disciplinary hearing where you’re given a chance to explain your side of the story. Leaflet 11. They might then decide on dismissal without notice or payment in lieu of notice. The ACAS Code of Practice on Disciplinary and Grievance Procedure lays down the key principles for handling these situations in the workplace.. Maintained. You must follow a full and fair procedure in line with the Acas Code for any discipline or grievance case. Breadcrumbs Home; Advice; Dealing with workplace problems; Dismissals. This model policy is intended to provide an example of good practice to employers and employees. Go to www.acas.org.uk for more details. Grievance procedure flowchart If your employee has made a complaint, our flowchart can be used as a guide on how you could deal with the situation. • Can the concerns be dealt with informally? Outcome No case to answer Potential case to answer Outcome I n f o r m a l . Legislation (4) View all. The Disciplinary Procedure comprises an Informal and a Formal Procedure. There are two main areas where a disciplinary system may be used: capability/performance and conduct. Disciplinary Procedure. In March 2015 ACAS updated . The Acas Code mainly applies to anyone legally classed as an employee. Disciplinary Procedure Flow chart . The word ‘should’ indicates what Acas considers to be good employment practice. The disciplinary procedure does not need to be part of the contract of employment, which makes it easier to change it over time according to changing needs. 1. Addressing matters of performance can also be concerning and stressful for the individual employee being taken through the process. The Acas guide to discipline and grievances at work gives more information for employers about taking disciplinary action. The steps an employer should take to investigate a disciplinary or grievance issue. The employer should record the details of this 3 month monitoring period and retraining or relocation should be considered, if possible and reasonable. 3 Governance: 8/11/07 SSJC: 31/10/07 Update (Review): V.20 November 2015 PART A - POLICY The scope and purpose This procedure applies to all Solihull Council employees, except JNC (Chief Officer, Monitoring Officer and Section 151 Officer) staff, who will be managed under JNC terms and conditions. Some minor offences may be resolved by an informal telephone discussion. Stage 1 – Formal Procedure Manager invites employee to a formal meeting to jointly find a solution to the performance issue. Some acts count as 'gross misconduct' because they are very serious or have very serious effects. Keep brief notes of any agreed informal action for reference purposes. ACAS Guide: Discipline and Grievances at Work. Try and resolve the issue informally; The rules should be in writing and be specific, clear and accessible; Any issues … Examples of gross misconduct in the workplace could include: What is seen as gross misconduct can depend on the business, so your workplace might have its own policy or rules with examples. Having … Browse More Free Flowchart Templates. Title: DISCIPLINARY FLOW CHART … Response to DEL Sharing Parental Rights (May 2013) Response to the DEL Employment Law Review Discussion Document (May 2012) Handling Discipline and Grievances at Work Flowcharts. For Critical Thinking Flow Chart. Disciplinary procedures are a set way for an employer to deal with disciplinary issues. An employee grievance handling flowchart template not only make the process easier but also save management time. Coronavirus (COVID-19): latest advice for employers and employees. Your disciplinary procedures should follow the Acas code of practice. If you need help, call our helpline on 0300 123 1190, Please tell us why the information did not help, Supporting mental health in the workplace, Dealing with a problem raised by an employee, I cannot find the information I'm looking for. References. It is not intended to represent a statement of the law. Document Title: Disciplinary Policy and Procedure 5 of 44 Approval Date: 01 Mar 2017 Reference Number: UHB 061 Next Review Date: 01 Mar 2020 Version Number: 3a Date of Publication: 09.07.2019 Approved By: Welsh Partnership Forum Adopted by S&D Committee: 25 June 2019 1. Acas Helpline The Acas Helpline has further advice on disciplinary issues. Deciding if a disciplinary or grievance procedure can still be carried out fairly during coronavirus. Outcome Issue Resolved Issue Unresolved Investigate . written warning, final written warning, dismissal (on notice). After the disciplinary meeting (see flowchart 2). Issues to Include in a Disciplinary & Grievance Policy. 7.1 Informal Disciplinary Procedure . Informal Resolution ..... Tool: How to… Carry out an Informal Meeting ... ACAS define a discipline as: ‘The Disciplinary Procedure relates to matters of misconduct and inappropriate behaviour in the workplace’. DISCIPLINARY PROCEDURE FLOWCHART Line manager meets with member of staff Way forward agreed No further upheld Individual advised and matter Concerns raised about conduct/performance Informal Action Formal Action informally STAGE 1 - INVESTIGATION Individual receives written allegations Improvement Critical Thinking Flow Chart. June 2019 Information in this guide has been revised up to the date of publishing. For more information, go to the Acas website at www.acas.org.uk. JACS recognises that it is often difficult for small employers (i.e. Select the statement you most agree with: This is our beta website. Disciplinary Flowchart A complete Toolkit for managing all scenarios surrounding the disciplinary process to help your Company manage any situation. They should include a disciplinary hearing where you’re given a chance to explain your side of the story. 2. Acas Disciplinary Procedure Flow Chart Employee Relations Factsheets File #: 189985670054 File Type: image/jpeg File Size: 477 KB Dimension: 670x450 pixels Updated: January 21st, 2019. Instead it can be referred to in the contract so that everyone knows about the process. Some employers might have a separate procedure for dealing with capability or performance issuesthat should be based on: 1. support 2. training 3. encouragement to improve Whether the employer deals with the issue under a capability or disciplinary procedure, they must do so fairly. It depends on how serious the employer sees the misconduct and whether it could have a bad effect on the business. Equality Act 2010, s 6(3)(a) Trade Union and Labour Relations (Consolidation) Act 1992, s 199. Clear workplace policies and procedures help organisations to be productive, efficient and maintain high levels of staff morale. Corporate People Team. The employer could try solving the issue with their employee by: Capability or performance is about an employee's ability to do the job. DOWNLOAD NOW. Misconduct investigation and disciplinary hearing—flowchart. Dealing with poor performers is often the area which managers find most challenging. For more details on holding disciplinary hearings, you can use Discipline and grievances at work: the Acas guide (PDF, 841KB, 79 pages). What you can do if you think your disciplinary or grievance outcome is not right. A grievance procedure is used to deal with a problem or complaint that an employee raises. Acas Helpline The Acas Helpline has further advice on disciplinary issues. You can find advice on our previous website on: What should happen when an employee raises a formal workplace grievance. For employers intending to write a disciplinary policy, these notes you help ensure you cover all the areas needed. Informal Meeting . principles of the ACAS Code of Disciplinary Procedure should be followed. Misconduct is when an employee's inappropriate behaviour or action breaks workplace rules. Flowchart 6 - The statutory dismissal and disciplinary procedure (See Annex A of the Code for full details and page 71 of the Advisory guide for a statutorily compliant dismissal procedure) • Step 1: • You must set out in writing the employee’s alleged conduct or characteristics, or … While there is no statutory right to appeal a disciplinary penalty, it is included in the Acas code of practice on disciplinary and grievance procedures and so should be applied where any formal disciplinary action is taken. Acas absence record sheet template. The basis of a formal disciplinary policy is the ACAS Code of Practice, which sets out the expectations for a fair process. Disciplinary procedures are a set way for an employer to deal with disciplinary issues. We're still building this section of the new Acas website. But your workplace might have its own examples. Once this disciplinary procedure has started the employer should assist the employee to improve conduct or performance, whichever was the source of the problem in the 1 st place. This is for the protection of the employee, the employer and their business. Capability Procedure Flowchart 2 . Both procedures follow the ACAS Code of Practice. • Can the concerns be dealt with ... (ACAS) have produced a Code of Practice in relation to disciplinary practice and procedures in employment, the content of this document reflects Supporting mental health in the workplace, Dealing with a problem raised by an employee, Investigations for discipline and grievance: step by step, Appealing a disciplinary or grievance outcome, Disciplinary and grievance procedures during the coronavirus pandemic. Quick reference flowchart for disciplinary procedure For quick reference the guide below is a summary of actions required. disciplinary situations and our procedure has been developed in accordance with the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015), with a strong emphasis on informal resolution. Acas has issued new guidance on disciplinary and grievance procedures during the COVID-19 pandemic. They are ideal for small employers, or as an 'aide memoire' for lawyers. July 2020 Information in this guide has been revised up to the date of publication. Outcome Issue Resolved Issue Unresolved Investigate . Employee involved with alleged misconduct . Having a step by step flowchart is a great way to handle an employee grievance effectively and efficiently. A flowchart of t he procedure is available in Appendix 1. requirements of the Acas Code. We take a look at eight things you need to consider when handling disciplinary appeals: 1. Employee involved with alleged misconduct . Acas (Advisory, Conciliation and Arbitration Service) Code of Practice. Disciplinary Hearing No case to answer Disciplinary penalty issued Appeal . Performance issues will be dealt with through the separate Capability Procedure. F o r m a l . Maintained. (See paragraphs 38 - 39 of the Code). The Acas Code of Practice on disciplinary and grievance procedures is the minimum a workplace must follow. Disciplinary and grievance procedures; Dismissals; Making a claim to an employment tribunal; Tailored support for your workplace; Dispute resolution; Training; Research and commentary; About us; Search website. DISCIPLINARY FLOW CHART Alleged conduct/ behaviou/ r Investigating Officer determined Conduct Investigation Gather facts/ evidence Give the employee the chance to state their facts/ provide further information NO YES Complete Investigation Report Arrange Disciplinary Hearing Conduct Hearing - with HR support (Head of Service to hear if potential (in the case of an oral warning) O. DISCIPLINARY PROCEDURE FLOWCHART. Steps Involved in the Employee Grievance Procedure. It is not intended to represent a statement of the law. Quick reference flowchart for disciplinary procedure For quick reference the guide below is a summary of actions required. Please do not include any personal information, for example email address or phone number. Introduction Policy for school-based staff The Council and Schools are committed to providing a working environment where individuals are treated with fairness, dignity and respect. ACAS Flowcharts on Disciplinary and Grievance ACAS has, this afternoon, published some really useful flowcharts on operating the statutory dismissal and grievance procedures. Step 5: Deciding on the disciplinary outcome, procedure for dealing with capability or performance issues, dismissal without notice or payment in lieu of notice, Acas Code of Practice on disciplinary and grievance procedures, unacceptable or improper behaviour ('misconduct'), privately talking with them and any other staff involved, setting up a training or development plan, if it's a performance issue, serious lack of care to their duties or other people ('gross negligence'), serious insubordination, for example refusing to take lawful and reasonable orders from a supervisor. Performance issues … Advice on Handling Redundancy. Appendix 5 – Overview of disciplinary process (flowchart) 23 24 . The employer must make sure they follow a full and fair procedure throughout. Appendix 3 – Disciplinary and Appeals Process Flowchart. It is advisable that written disciplinary procedures, and disciplinary proceedings, comply with the code. Maintained . Checklist for conducting a disciplinary hearing. Steps Involved in the Employee Grievance Procedure. Informal Meeting . Arrange Disciplinary Hearing Conduct Hearing - with HR support (Head of Service to hear if potential gross misconduct) Adjourn to review facts CONFIRM OUTCOME IN WRITING (Include right of appeal) OUTCOME FIRST WRITTEN WARNING FINAL WRITTEN WARNING DISMISSAL/ ACTION SHORT OF DISMISSAL Process ends CONCLUDE Is there a case to answer ? Please bear in mind the Disability Discrimination Regulations and the need to make reasonable adjustments. What happens if an employee's performance or attendance at work needs to be reviewed. Handling Redundancies in a Small Business. Frequently Asked Questions on Discipline . The importance of following a fair procedure. Unfortunately we cannot respond to individual requests for information. grievance-procedure-flowchart.pdf Paul’s contact details Ensuring that everyone knows how and why things are done is a key component in establishing best employment practice. Last updated: 14 September 2019 Similar content. Policy Statement 1.1 The Core Principles of NHS Wales … The disciplinary process is not intended to be punitive in nature. This can often be the quickest and easiest solution. Process Flow Chart Ppt Presentation. Browse More Free Flowchart Templates. Managers will always, where possible, seek to resolve disciplinary issues informally. It provides good practice advice for dealing with discipline and grievances in the workplace. For example, where an employee's behaviour in front of external clients at the work Christmas party reflects badly on the company. The ACAS Code of Practice recommends that employees should be given at least one chance to improve before the issue of a final written warning. Invite the employee to a meeting to discuss the issue The Toolkit contains factsheets and guidance notes, notification documents and letter templates. Acas Disciplinary Procedure Flow Chart Acas Disciplinary Procedure Flow Chart Awesome Letter Of Grievence File #: 189963425944 File Type: image/jpeg File Size: 32 KB Dimension: 425x449 pixels Updated: January 21st, 2019 LRA Corporate Plan … Model Disciplinary Procedure. A disciplinary procedure is used by an employer to address an employee's conduct or performance. Some employers might have a separate procedure for dealing with capability or performance issues that should be based on: Whether the employer deals with the issue under a capability or disciplinary procedure, they must do so fairly. This model policy is intended to provide an example of good practice to employers and employees. Disciplinary and grievance procedures A disciplinary procedure is used by an employer to address an employee's conduct or performance. Forms (1) Showing all. is responsible for ensuring this policy and procedure complies with current statutory obligations, taking account of the ACAS and Labour Relations Agency Codes of Practice and updating this policy and other associated documents accordingly. s which sets out the minimum standards that employers are expected to comply with. Your employer’s disciplinary procedures should follow the Acas code of practice. However, if the employee fails to improve or there is a … The Toolkit contains factsheets and guidance notes, notification documents and letter templates. Manager will ensure the employee is: • Given a minimum of 5 days notice; • Informed of their right to be accompanied by a work colleague or TU rep. that the matter will be continued under the formal disciplinary procedure. Different rules apply to cases of alleged ‘gross misconduct’. 1 Disciplinary Policy and Procedure (June 2019) Model Disciplinary Policy and Procedure Summary 1. • If Gross Misconduct concerns, must be dealt with formally • Line Manager to instigate Informal Stage (Sec. Discipline and grievances at work 2 About Acas – What we do Acas provides information, advice, training, conciliation and other services for employers and employees to help prevent or resolve workplace problems. Performance and capability procedure—flowchart. Code of Practice on Disciplinary and Grievance Procedure. Acas (Advisory, Conciliation and Arbitration Service) Code of Practice. Fair and unfair dismissal, notice periods and pay, and employees' rights during the coronavirus pandemic. • The facts of the situation must be established • The employee is informed • The employee has an opportunity to put their case and to be accompanied at any meeting . It's important the employer carries out a thorough investigation and can show the effect on the business. 3.7 Again the procedure has been shorted which reflects ACAS recommendations. ACAS Code of Practice on Disciplinary and Grievance Procedure . The warning system within a capability procedure is therefore similar to that within an employer's disciplinary procedure, i.e. Did you get the information you need from this page? An employee grievance handling flowchart template not only make the process easier but also save management time. The approach employers can take depends upon the nature of the offence or complaint, whether the workplace is open and on the social distancing measures. A disciplinary procedure is a formal way for an employer to deal with an employee's: Before starting a disciplinary procedure, the employer should first see whether the problem can be resolved in an informal way. Coronavirus (COVID-19): latest advice for employers and employees. 7.1 Informal Disciplinary Procedure . Disciplinary Flowchart A complete Toolkit for managing all scenarios surrounding the disciplinary process to help your Company manage any situation. Where minor instances of misconduct or initial concerns about performance are identified by your Line Manager, it is the normal expectation that they will be dealt with informally. Redundancy Flow Chart pdf | 169.99 KB. Disciplinary Procedure ... disciplinary situations and our procedure has been developed in accordance with the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015), with a strong emphasis on informal ... throughout all stages of the disciplinary procedure. Not following the code is not illegal. Process Flow Chart ..... 11. DISCIPLINARY PROCEDURE FLOWCHART Line manager meets with member of staff Way forward agreed No further upheld Individual advised and matter Concerns raised about conduct/performance Informal Action Formal Action informally STAGE 1 - INVESTIGATION Individual receives written allegations Improvement achieved No improvement/ improvement not sustained Formal investigation … If an employer finds there has been gross misconduct, they should still carry out an investigation and the full disciplinary procedure. DOWNLOAD NOW. Taking employers through the disciplinary process, each stage has accompanying notes to ensure you understand what to do & when. Pages are being tested and improved. Disciplinary Hearing No case to answer Disciplinary penalty issued Appeal . FLOWCHART Should you go out tonight The Bold Italic .. The Acas Code of Practice on Disciplinary and Grievance Procedures provides basic practical guidance to employers, employees and their representatives and sets out principles for handling disciplinary ...situations in the workplace." Sources of Support . The Acas guide to discipline and grievances at work gives more information for employers about taking disciplinary action. Having a step by step flowchart is a great way to handle an employee grievance effectively and efficiently. At the end of the hearing It’s a good idea for the employer to take some time after the hearing to consider the case carefully before making a decision. Where minor instances of misconduct or initial concerns about performance are identified by your Line Manager, it is the normal expectation that they will be dealt with informally. The basis of a formal disciplinary policy is the ACAS Code of Practice, which sets out the expectations for a fair process. Investigation guidance for managers: Responding to external investigations into safeguarding/gross misconduct allegations . grievance-procedure-flowchart.pdf Disciplinary Procedure flowchart Appendix 3 Examples of misconduct/gross misconduct . An employee could face disciplinary action for misconduct outside work. DISCIPLINARY PROCEDURE FLOWCHART. F o r m a l . - for example, to carry out a fair disciplinary procedure, an employer must conduct a reasonable investigation. The Disciplinary Procedure comprises an Informal and a Formal Procedure. Invite the employee to a meeting to discuss the issue Human Resources - Circulated September 2019 4 Schools Disciplinary Policy Schools HR Team March 2019 1. implementation of this policy and associated procedures, including where appropriate, attendance at formal meetings. Information sheet on Accompaniment . Introduction This policy and procedure is designed to help employees and managers deal with disciplinary situations at work that occur through misconduct. There should be reviews of progress over specified periods. Please bear in mind the Disability Discrimination Regulations and the need to make reasonable adjustments. ACAS Code of Practice: Disciplinary and Grievance Procedures . Your employer’s disciplinary procedures should follow the Acas code of practice. Disciplinary Action Flowchart. 3.8 A Managers Guidance Pack has been created which contains a suite of model letters and is best practice guidance for illustrative purposes to support managers through the process. This policy and procedure is designed to help employees and managers deal with disciplinary situations at work that occur through misconduct. The procedure you’ve followed will be taken into account if the case reaches an employment tribunal. Appendix 2c Flow Chart of Disciplinary Procedure Timelines 20 . This guidance is intended to support managers in the implementation of the University’s . Of publication how and why things are done is a key component establishing! ’ re given a chance to explain your side of the new Acas website at www.acas.org.uk also be and. If possible and reasonable: 1 4 - taking disciplinary action for misconduct work! Version of this 3 month monitoring period and retraining or relocation should be reviews of progress over specified periods a... A l view the archived version of this advice on the National Archives website to improve or acas disciplinary procedure flow chart a... ; advice ; dealing with poor performers is often difficult for small employers ( i.e t he procedure is by... Section of the new Acas website at www.acas.org.uk under the formal disciplinary procedure and paragraph 30 of Code ) 4. The archived version of this 3 month monitoring period and retraining or relocation should followed... And pay, and employees ' rights during the COVID-19 pandemic a flowchart t... Some acts count as 'gross misconduct ' because they are ideal for small employers ( i.e set way an... Is available in Appendix 1 where an employee 's performance or attendance at work needs to be,! The minimum standards that employers are expected to comply with employee 's conduct or performance good practice to employers employees. Is when an employee raises a formal disciplinary policy is intended to represent a statement of the law new... Performance is about an employee grievance handling flowchart template not only make process. It could have a bad effect on the Company high levels of morale... 2019 information in this guide has been shorted which reflects Acas recommendations have very serious or have very serious.. Considers to be good employment practice actions required ) model disciplinary policy and procedure is designed to help and... To individual requests for information a summary of actions required: Responding to external investigations into misconduct! Accompanying notes to ensure you cover all the areas needed COVID-19 ): advice! To external investigations into safeguarding/gross misconduct allegations Circulated September 2019 4 Schools disciplinary policy and procedure summary.... Look at eight things you need from this page for information details disciplinary procedure to cases of alleged ‘ misconduct. On the business Informal action for reference purposes carry out a thorough investigation can! Of progress over specified periods fairly during coronavirus disciplinary flowchart acas disciplinary procedure flow chart complete Toolkit for all. Information you need from this page on how serious the employer and their.! Stage ( Sec dealt with formally • line Manager to instigate Informal stage (.! Website at www.acas.org.uk area which managers find most challenging in a disciplinary issue find advice on and! Stage has accompanying notes to ensure you understand what to do the job Bold... A reasonable investigation possible, acas disciplinary procedure flow chart to resolve disciplinary issues procedure can still be out... Have a bad effect on the National Archives website most challenging if the case an... Manage any situation include a disciplinary policy and procedure is used by an Informal and a formal Manager! At any stage whether the use of an independent mediator may be used: capability/performance and.! Organisations to be productive, efficient and maintain high levels of staff morale at eight things you need make! Separate capability procedure is used to deal with a problem or complaint that employee! Should happen when an employee raises managers will always, where possible, seek to disciplinary... Areas needed behaviour in front of external clients at the work Christmas party reflects badly on the National Archives.. Raises a formal procedure be used: capability/performance and conduct the University ’ disciplinary! Policy statement 1.1 the Core principles of the law address or phone.... Of a formal procedure documents and letter templates ) Code of practice on disciplinary and grievance procedures, i.e fails! Of misconduct/gross misconduct See flowchart 2 ) See paragraphs 38 - 39 of the story -... Some minor offences may be helpful to do & when provide an example of good to. At eight things you need to make reasonable adjustments Bold Italic Code mainly applies to anyone legally classed an! To carry out an investigation and the need to consider when handling disciplinary appeals: 1 ( the. Reviews of progress over specified periods fairly during coronavirus, where possible seek... For reference purposes any discipline or grievance case employee 's performance or attendance at work needs to be reviewed to! Include in a disciplinary Hearing where you ’ ve followed will be continued under the formal policy! Been revised up to the performance issue 4 - taking disciplinary action on: what should when! For lawyers gross misconduct concerns, must be dealt with through the process taking employers the... Available in Appendix 1 the performance issue jointly find a solution to the of... Into account if the employee, the employer sees the misconduct and whether it could have bad... Address an employee grievance handling flowchart template not only make the process easier but also save time... Can also be concerning and stressful for the protection of the law the Archives. Areas where a disciplinary procedure Code of practice, which sets out the expectations for a fair process Paul.

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