________
GRIEVANCE PROCEDURE
DATED:
________
Purpose of the Procedure
This procedure has been created by ________ ('we', 'our', 'us' etc.). 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.
Scope and Application of the Grievance Procedure
The procedure shall apply to (and reference to 'you', 'your' and 'yours' etc. shall mean) employees only.
The contents of this procedure have been discussed with and have been implemented following discussions with the following: ________.
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. Any revisions shall also be made in consultation with any appropriate trade unions.
It should be noted that this procedure does not apply to grievances which are raised by more than one employee in respect of the same issue (collective grievances). Collective grievances will be raised through the relevant union representative.
This procedure does not form part of any contract of employment.
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:
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.
The written appeal should set out the grounds of appeal. It should be made without unreasonable delay which shall, in most circumstances, be within 5 working days of your receipt of any written decision.
You will be invited to an appeal meeting, which shall be held without undue delay. Ordinarily, this shall be within 5 working days of our receipt of your written appeal. Your right to be accompanied (as defined below) is also applicable to any appeal meeting.
Following the appeal meeting, you will be notified of this decision in writing without unreasonable delay, which shall ordinarily be within 5 working days of the appeal meeting. The appeal decision shall be final.
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:
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:
Your representative may not:
Grievance 525 888882882552 85828
52 252 28222 2552 225 55882 5 258285282 8825 58 555822 522 588882882552 2528288 85885 88 2222822, 252 588882882552 2528288 252 82 858222525 82 25525 22 5258 8825 252 258285282. 25252 252 282 888528 552 5285225, 82 252 5258 8825 8225 22 2522 822855522282.
Confidentiality
Whilst dealing with any grievance raised by you, the matter shall be kept confidential as far as is possible. We shall only disclose information regarding your grievance to third parties where this is necessary to investigate and/or resolve the grievance.
________
GRIEVANCE PROCEDURE
DATED:
________
Purpose of the Procedure
This procedure has been created by ________ ('we', 'our', 'us' etc.). 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.
Scope and Application of the Grievance Procedure
The procedure shall apply to (and reference to 'you', 'your' and 'yours' etc. shall mean) employees only.
The contents of this procedure have been discussed with and have been implemented following discussions with the following: ________.
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. Any revisions shall also be made in consultation with any appropriate trade unions.
It should be noted that this procedure does not apply to grievances which are raised by more than one employee in respect of the same issue (collective grievances). Collective grievances will be raised through the relevant union representative.
This procedure does not form part of any contract of employment.
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:
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.
The written appeal should set out the grounds of appeal. It should be made without unreasonable delay which shall, in most circumstances, be within 5 working days of your receipt of any written decision.
You will be invited to an appeal meeting, which shall be held without undue delay. Ordinarily, this shall be within 5 working days of our receipt of your written appeal. Your right to be accompanied (as defined below) is also applicable to any appeal meeting.
Following the appeal meeting, you will be notified of this decision in writing without unreasonable delay, which shall ordinarily be within 5 working days of the appeal meeting. The appeal decision shall be final.
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:
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:
Your representative may not:
Grievance 525 888882882552 85828
52 252 28222 2552 225 55882 5 258285282 8825 58 555822 522 588882882552 2528288 85885 88 2222822, 252 588882882552 2528288 252 82 858222525 82 25525 22 5258 8825 252 258285282. 25252 252 282 888528 552 5285225, 82 252 5258 8825 8225 22 2522 822855522282.
Confidentiality
Whilst dealing with any grievance raised by you, the matter shall be kept confidential as far as is possible. We shall only disclose information regarding your grievance to third parties where this is necessary to investigate and/or resolve the grievance.
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