2.4 Grievance Procedures |
POLICY
As a good employer, we want to ensure that our working environment is possible and validating and that effective working relationships are developed and maintained. If concerns or complaints about employee-related matters persist or cannot be resolved by discussion, reference to the formal grievance procedure can be made.
The purpose of the grievance procedure is to ensure that each employee has the opportunity to resolve problems in an organised and fair manner. However it should be stated that given the complex nature of some grievances, satisfaction with the outcome cannot be guaranteed.
CHILD ABUSE – These procedures do not apply to concerns or suspicions of child abuse; please see separate procedure on this subject contained in Child and Adult Protection Procedure
DISCIPLINARY ACTIONS – These procedures do not apply to matters relating to disciplinary proceedings; please see separate procedures on this subject contained in Disciplinary Procedure
Contents
1. Definition of a Grievance
A grievance is a complaint made by an employee about their treatment at work or any employment-related matter. Managerial decisions cannot be part of a grievance unless they are deemed to be discriminatory or unreasonable in process, and unless directly related, a grievance cannot be connected to the disciplinary procedures. If related, the grievance must be incorporated into the necessary disciplinary investigation. In recognition of the sensitivity and complexity of racial and sexual harassment, complaints of this nature will be dealt with under separate policies and procedures.
2. Using the Grievance Procedure
This is designed to allow an initial informal discussion, hopefully to settle the grievance. If this is not the case, then the formal procedure can be instigated and the employee can be accompanied by a colleague. Every effort should be made to deal with the matter quickly. However, if this cannot be managed, whatever practice or agreement existed prior to the difference, shall continue pending settlement.
If you wish to make a complaint, you should first raise this with your line manager. If however, he/she is the subject of your complaint and you feel unable to raise it with him/her, you should raise the matter with the next senior line manager.
3. Informal Stage
A grievance should be lodged with your line manager within 10 working days of the event or circumstance which has given rise to the grievance. After seeking appropriate advice and within 10 working days, your line manager will hold discussions with you. Within 5 working days you will be advised of any proposed action. No formal written documentation is required if the matter is resolved.
4. Formal Stage
If you believe that the grievance has not been satisfactorily resolved, then you may submit a written statement to the next Senior line manager, setting out the areas of dissatisfaction with the decision. This should be done within 10 working days of receiving the original decision. You should take time to make it very clear what the grievance is about or who it is against. Also clearly consider and express your proposed solution to the problem. You must state if you wish the complaint to be “heard” under the formal grievance procedures. An investigation will then take place and a meeting with yourself, within 15 working days of receiving your written statement. A decision will then be relayed to you in writing within 5 working days. A manager who is in receipt of a grievance has a duty to ensure that he/she fully understands the complaint and clarifies this with the employee before any investigation is underway or witness accounts taken. Managers should adopt a positive rather than defensive attitude towards grievances, seeing this as a way of identifying and eliminating causes of employee discontent.
5. Appeals
You may appeal the decision by giving written notification to the Director of Care/Area Manager (in consultation with the Director of Operations and Directors) within 15 working days of receiving the written response. A meeting will be held within a further 15 working days, to decide whether or not your grievance has been substantiated and if so, what action should be taken. The decision will be communicated to you, in writing, within 5 working days of the Appeal Hearing. The outcome of the appeal is final.
End