Grievance Policy

 GRIEVANCE PROCEDURE

If you have any questions or grievances relating to your employment, before commencing any formal grievance action you may wish to raise the matter informally either verbally or in writing with your manager. If the matter is not resolved, or if you feel that your complaint is serious enough to warrant only formal action, please use this Grievance Procedure.

 

Purpose and Scope

 

We realise the importance of good working relationships with all our employees and try to establish an atmosphere in which problems can be openly discussed and hopefully resolved to your satisfaction.

 

Policy

 

We will try to resolve, as quickly as possible, any grievance you may have about your work or about the Company or its clients/customers/suppliers or your fellow workers and actions that affect you.  This procedure is not contractual but applies to everyone and you should familiarise yourself with its provisions.  For senior employees this procedure may involve fewer stages (there being fewer management layers with which to raise the grievance) but you will always have a right to appeal against the initial decision.

 

Procedure

 

Stage 1

 

Your first step is to raise your grievance informally with your manager who, in most cases, will be best placed to respond to the complaint and who will arrange to meet you.

 

Stage 2

 

If you are not satisfied with the outcome or you consider your complaint too serious or sensitive to be dealt with informally with your manager, you should put your grievance in writing to another manager or director.  A meeting will be arranged to hear your grievance and you have the right to be accompanied by a fellow employee or trade union representative.  Your companion will be entitled to ask questions and to address the meeting but not to answer any questions on your behalf. If there are any witnesses you want to question, their attendance at the meeting may be arranged (unless there are reasonable grounds for declining your request). Following the meeting you will be informed in writing of the decision or proposed action as soon as possible.  If there is likely to be any unreasonable delay, you shall be told when a response can be expected.

 

Stage 3

 

If you wish to appeal against the grievance decision you should inform a manager or director as soon as possible and preferably in writing setting out your appeal reasons within five working days of being notified of the outcome.  A meeting will be arranged to hear the appeal and you will again have the right to be accompanied as before.  Following the meeting you will be informed in writing of the decision or proposed action as soon as possible.  If there is likely to be any unreasonable delay, you shall be told when a response can be expected.  The appeal meeting decision shall be final and there is no further right of appeal.

 

No Undue Delay

 

At all stages of the procedure, we shall endeavour to deal with your grievance without undue delay.

 

Suspension

 

If your grievance is of a serious nature we may consider it appropriate to suspend you on full pay pending investigation and outcome of the grievance meeting.

 

Confidentiality

 

Wherever possible, the nature and details of your grievance shall remain confidential.  However, it may be necessary or appropriate to disclose this information to others in order to investigate and deal with the grievance properly and fairly.

 

Grievances made in bad faith

 

If following the investigation of your grievance, it appears that you made your grievance in bad faith, we may, subject to the nature of your misconduct, take disciplinary action against you, which in serious cases, could result in your dismissal for gross misconduct in accordance with our Disciplinary Procedure.