Example grievance procedure
This procedure should be used to settle all disputes and grievances an employee wishes to raise. It is based on the Acas Code of Practice on Disciplinary and Grievance Procedures and its purpose is to settle any grievance fairly, simply and quickly.
The procedure is formed of two parts; an informal stage and a formal stage.
1. Informal Procedure
The employee should first discuss their grievance with the person involved where possible or with their line manager.
If this does not resolve the matter, employees are advised to progress to the formal stage.
Mediation
Sometimes it may not be possible to resolve concerns between those directly involved and a different perspective may be helpful. In these circumstances, either at the informal or formal stages mediation should be considered.
Where mediation is considered appropriate, the formal procedure may be temporarily halted.
2. Formal Procedure
2.1. Stage One
If the matter has not been resolved through informal discussions, the employee should set out their concerns to their line manager (or their line manager where this is not appropriate).
The appropriate manager will then arrange and hold a meeting where the employee may be accompanied by a work colleague or trade union official.
The outcome of the meeting will be confirmed in writing to the employee.
If the employee is unsatisfied with the decision, they have the right of appeal.
2.2. Stage Two: Appeal
If the matter remains unresolved following the outcome of stage one, the employee can appeal to a more senior manager.
An appeal meeting will be arranged and the employee will have the right to be accompanied by a work colleague or trade union official.
The decision will be confirmed in writing to the employee and there will be no further right of appeal.
Employers should ensure that there is no unreasonable delay in the implementation of this procedure.
Further information
Reviewed and updated by the HR Services Partnership – April 2010.
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