________
GRIEVANCE PROCEDURE
DATED:
________
Scope of the Procedure
This procedure has been created by ________ ('we', 'our', 'us). It applies to all of our employees ('you',' your', yours').
The purpose of this procedure is to ensure that any grievances are dealt with properly, fairly and expeditiously by us. This policy will also assist you in understanding how to raise a grievance and the steps which shall be followed thereafter.
Status of the Procedure
This procedure does not form part of any contract of employment.
We will inform and consult with all staff members about this policy, as appropriate.
The procedure will be reviewed at regular intervals by us and may be amended from time to time. You will be informed of any revisions to the procedure.
Grievances
A grievance is a work-related concern, problem or complaint which you wish to raise with us. A non-exhaustive list of examples of possible grievances are listed below for your assistance:
- poor working practices;
- minor breaches of workplace policies and procedures by other employees;
- discrimination;
- bullying and/or harassment;
- discontent regarding pay or benefits, workload or working conditions.
The Procedure
STEP ONE - Raising an Informal Grievance
Where appropriate, attempts should be made to resolve matters informally in the first instance. This will involve raising an informal grievance. This may be made orally or in an informal written format (such as an email).
An informal grievance should generally be raised with: ________.
Upon receipt of an informal grievance, we shall discuss matters with you with the aim of reaching an informal solution.
Where it is not possible to reach an informal solution, the matter may be progressed to step two. There may also be cases where an issue is of a serious nature and in those circumstances, you may wish to commence the process at step two.
STEP TWO - Formal Grievances
1. Submitting a formal grievance
A formal written grievance should always be made in writing and should set out the nature of the grievance. Any formal grievance should be made without reasonable delay following the relevant incident or incidents. It should be made out to:
________
There may be circumstances where you do not feel it is appropriate to raise your grievance against the person listed above (for example, where the grievance is made against them). In those circumstances, you should refer the matter to another senior member of staff who is not the subject of the grievance.
2. Grievance meeting
Upon our receipt of a formal written grievance, we will consider the same and will arrange for a formal meeting to be held. This will be held without unreasonable delay, which will in most cases be within 5 working days of our receipt of the grievance.
You have the right to be accompanied at the meeting, further details of this are set out below in the relevant section. At the meeting, you will be provided with the opportunity to explain further details about your grievance and how you propose that it may be resolved.
3. Investigations
There may be circumstances where it is necessary to conduct an investigative process in respect of the grievance. We may consider it necessary to do so prior to the grievance meeting or, alternatively, we may wish to use the grievance meeting to determine whether any investigative process is necessary. Where the latter applies, the meeting may be adjourned and a further grievance meeting may then be held following the investigation.
An investigation may involve reviewing any relevant documentary evidence or speaking with other witnesses. It is important that you cooperate with any investigation.
4. Outcome of the grievance meeting
Following the meeting, we will inform you of the outcome in writing. This shall include any proposed action which shall be taken in order to resolve the grievance. You will receive the written outcome without unreasonable delay, which shall ordinarily be within 5 working days of the meeting taking place.
STEP THREE: Appeals
If you do not agree with any decision which has been made in respect of your grievance, you may raise an appeal. The written outcome of the grievance meeting shall confirm details of how you may appeal the decision which has been made, including the details of the manager who will deal with the appeal. This shall wherever possible, be a manager who has not previously been involved in the case.
Any appeal must be made in writing and directed to the staff member identified on the written outcome you have received.
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825 8888 82 8288225 22 52 522258 2222822, 85885 85588 82 5285 8825252 52552 52852. 8558255882, 2588 85588 82 882582 2 8252822 5528 22 255 5282822 22 2255 8582222 522258. 8255 58252 22 82 58822252825 (58 5228225 82828) 88 5882 5228885882 22 522 522258 2222822.
228828822 252 522258 2222822, 225 8888 82 22282825 22 2588 52888822 82 8582822 8825252 525258225882 52852, 85885 85588 2558255882 82 882582 2 8252822 5528 22 252 522258 2222822. 552 522258 52888822 85588 82 28258.
Your Right to be Accompanied
You have the right to be accompanied at any grievance meeting or grievance appeal meeting. Your representative may be any one of the following:
- a fellow colleague; or
- an official employed by a trade union; or
- a trade union representative who is not an official employed by a trade union but who has been certified by their union as being competent to accompany you.
You should always consider the suitability of your representative and the practicalities involved in their attendance. You should always make a request for your representative to attend prior to the meeting taking place. You should make this request in good time prior to the meeting and should include details of your representative's name and which one of the above three categories they fall within.
If your chosen representative is not available at the time proposed for the meeting, we will postpone the meeting to an alternative proposed time provided that this is reasonable and not more than 5 working days after the original date.
Your representative may:
- sum up your case; or
- respond on your behalf to any views expressed at the meeting; or
- confer with you during the meeting.
Your representative may not:
- answer questions on your behalf; or
- address those present at the meeting if you do not wish for them to do so; or
- prevent us from explaining our case.
Grievance and Disciplinary Cases
In the event that you raise a grievance with us during any disciplinary process which is ongoing, the disciplinary process may be suspended in order to deal with the grievance. Where the two issues are related, we may deal with both of them concurrently.
Confidentiality
Whilst dealing with any grievance raised by you, the matter shall be kept confidential as far as possible. We shall only disclose information regarding your grievance to third parties where this is necessary to investigate and/or resolve the grievance.
Dated: ________
________
GRIEVANCE PROCEDURE
DATED:
________
Scope of the Procedure
This procedure has been created by ________ ('we', 'our', 'us). It applies to all of our employees ('you',' your', yours').
The purpose of this procedure is to ensure that any grievances are dealt with properly, fairly and expeditiously by us. This policy will also assist you in understanding how to raise a grievance and the steps which shall be followed thereafter.
Status of the Procedure
This procedure does not form part of any contract of employment.
We will inform and consult with all staff members about this policy, as appropriate.
The procedure will be reviewed at regular intervals by us and may be amended from time to time. You will be informed of any revisions to the procedure.
Grievances
A grievance is a work-related concern, problem or complaint which you wish to raise with us. A non-exhaustive list of examples of possible grievances are listed below for your assistance:
- poor working practices;
- minor breaches of workplace policies and procedures by other employees;
- discrimination;
- bullying and/or harassment;
- discontent regarding pay or benefits, workload or working conditions.
The Procedure
STEP ONE - Raising an Informal Grievance
Where appropriate, attempts should be made to resolve matters informally in the first instance. This will involve raising an informal grievance. This may be made orally or in an informal written format (such as an email).
An informal grievance should generally be raised with: ________.
Upon receipt of an informal grievance, we shall discuss matters with you with the aim of reaching an informal solution.
Where it is not possible to reach an informal solution, the matter may be progressed to step two. There may also be cases where an issue is of a serious nature and in those circumstances, you may wish to commence the process at step two.
STEP TWO - Formal Grievances
1. Submitting a formal grievance
A formal written grievance should always be made in writing and should set out the nature of the grievance. Any formal grievance should be made without reasonable delay following the relevant incident or incidents. It should be made out to:
________
There may be circumstances where you do not feel it is appropriate to raise your grievance against the person listed above (for example, where the grievance is made against them). In those circumstances, you should refer the matter to another senior member of staff who is not the subject of the grievance.
2. Grievance meeting
Upon our receipt of a formal written grievance, we will consider the same and will arrange for a formal meeting to be held. This will be held without unreasonable delay, which will in most cases be within 5 working days of our receipt of the grievance.
You have the right to be accompanied at the meeting, further details of this are set out below in the relevant section. At the meeting, you will be provided with the opportunity to explain further details about your grievance and how you propose that it may be resolved.
3. Investigations
There may be circumstances where it is necessary to conduct an investigative process in respect of the grievance. We may consider it necessary to do so prior to the grievance meeting or, alternatively, we may wish to use the grievance meeting to determine whether any investigative process is necessary. Where the latter applies, the meeting may be adjourned and a further grievance meeting may then be held following the investigation.
An investigation may involve reviewing any relevant documentary evidence or speaking with other witnesses. It is important that you cooperate with any investigation.
4. Outcome of the grievance meeting
Following the meeting, we will inform you of the outcome in writing. This shall include any proposed action which shall be taken in order to resolve the grievance. You will receive the written outcome without unreasonable delay, which shall ordinarily be within 5 working days of the meeting taking place.
STEP THREE: Appeals
If you do not agree with any decision which has been made in respect of your grievance, you may raise an appeal. The written outcome of the grievance meeting shall confirm details of how you may appeal the decision which has been made, including the details of the manager who will deal with the appeal. This shall wherever possible, be a manager who has not previously been involved in the case.
Any appeal must be made in writing and directed to the staff member identified on the written outcome you have received.
552 8582222 522258 852585 822 252 252 2525258 22 522258. 52 852585 82 2552 8825252 525258225882 52852 85885 85588, 82 2282 8858528252828, 82 882582 2 8252822 5528 22 2255 5282822 22 522 8582222 52888822.
825 8888 82 8288225 22 52 522258 2222822, 85885 85588 82 5285 8825252 52552 52852. 8558255882, 2588 85588 82 882582 2 8252822 5528 22 255 5282822 22 2255 8582222 522258. 8255 58252 22 82 58822252825 (58 5228225 82828) 88 5882 5228885882 22 522 522258 2222822.
228828822 252 522258 2222822, 225 8888 82 22282825 22 2588 52888822 82 8582822 8825252 525258225882 52852, 85885 85588 2558255882 82 882582 2 8252822 5528 22 252 522258 2222822. 552 522258 52888822 85588 82 28258.
Your Right to be Accompanied
You have the right to be accompanied at any grievance meeting or grievance appeal meeting. Your representative may be any one of the following:
- a fellow colleague; or
- an official employed by a trade union; or
- a trade union representative who is not an official employed by a trade union but who has been certified by their union as being competent to accompany you.
You should always consider the suitability of your representative and the practicalities involved in their attendance. You should always make a request for your representative to attend prior to the meeting taking place. You should make this request in good time prior to the meeting and should include details of your representative's name and which one of the above three categories they fall within.
If your chosen representative is not available at the time proposed for the meeting, we will postpone the meeting to an alternative proposed time provided that this is reasonable and not more than 5 working days after the original date.
Your representative may:
- sum up your case; or
- respond on your behalf to any views expressed at the meeting; or
- confer with you during the meeting.
Your representative may not:
- answer questions on your behalf; or
- address those present at the meeting if you do not wish for them to do so; or
- prevent us from explaining our case.
Grievance and Disciplinary Cases
In the event that you raise a grievance with us during any disciplinary process which is ongoing, the disciplinary process may be suspended in order to deal with the grievance. Where the two issues are related, we may deal with both of them concurrently.
Confidentiality
Whilst dealing with any grievance raised by you, the matter shall be kept confidential as far as possible. We shall only disclose information regarding your grievance to third parties where this is necessary to investigate and/or resolve the grievance.
Dated: ________
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