SCHEDULE 11 - GRIEVANCE PROCEDURE
1.
ABOUT THIS PROCEDURE
1.1
It is our policy to ensure that all employees have access to a procedure to help deal with any grievances relating to their employment fairly and without unreasonable delay. We aim to investigate any formal grievance you raise, hold a meeting to discuss it with you, inform you in writing of the outcome, and give you a right of appeal if you are not satisfied.
1.2
This procedure applies to all employees regardless of length of service.
1.3
This policy does not form part of any employee's contract of employment and we may amend it at any time.
2.
USING THIS PROCEDURE
2.1
Issues that could cause grievances may include:
(a) terms and conditions of employment;
(b) health and safety;
(c)
work relations;
(d) bullying and harassment;
(e) new working practices;
(f)
working environment;
(g) organisational change; and
(h) discrimination.
2.2
This Grievance Procedure should not be used to complain about dismissal or disciplinary action. If you are dissatisfied with any disciplinary action, you should submit an appeal under the appropriate procedure in the Staff Handbook. We have a separate Anti-harassment and Bullying Policy that may be useful if you have been the victim of bullying or harassment or wish to report an incident of bullying or harassment involving other people. It is set out in the Staff Handbook. We operate a separate Whistleblowing Policy to enable employees to report illegal activities, wrongdoing or malpractice. However, where you are directly affected by the matter in question, or where you feel you have been victimised for an act of whistleblowing, you may raise the matter under this Grievance Procedure. Written grievances will be placed on your personnel file along with a record of any decisions taken and any notes or other documents compiled during the grievance process.
2.3
2.4
2.5
3.
RAISING GRIEVANCES INFORMALLY
3.1
Most grievances can be resolved quickly and informally through discussion with your line manager. If you feel unable to speak to your manager, for example, because the complaint concerns him or her, then you should speak informally to a more senior manager. If this does not resolve the issue, you should follow the formal procedure below.
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