attempting to resolve problems at work or grievances informally with management (usually the line manager, although if the complaint is about that person, it may be raised with the line manager) where appropriate manager’s attending investigation meetings and hearings as required by the Investigating Officer and/or responsible managers exercising their statutory rights to secure a representative who is a Trade Union Representative or work-place colleague if they wish to be accompanied at formal meetings, carrying out their normal duties whilst the grievance is under investigation. However, if the grievance itself means that it is not possible for the individual to carry out their normal duties this should be discussed with the manager dealing with the grievance Keeping matters confidential, only discussing issues with relevant people such as a line manager, investigating officer, HR and their representative. The chosen representative or companion may: take notes confer with the employee address the meeting respond on behalf of the employee to any view expressed at the meeting The chosen representative or companion may not: answer questions on behalf of the employee address the meeting if the employee indicates that he or she does not wish the companion to do so 4.3 Human Resources are responsible for: briefing and advising managers on the implementation of these policies and procedures ensuring that appropriate documentation is provided to the employee appointing an investigator ensuring panels as convened as necessary and arranging the managers to sit on them keeping a record of meetings attending panels to provide advice and guidance providing impartial advice to manager throughout the proceedings. 5. Informal Resolution 5.1 It is good practice and usually more effective to deal with issues as close to the point of origin as possible and as informally as possible. However, informal action should be an integral part of normal management practice and not regarded as an additional step in the process.
attempting to resolve problems at work or grievances informally with management (usually the line manager, although if the complaint is about that person, it may be raised with the line manager’s manager) where appropriate attending investigation meetings and hearings as required by the Investigating Officer and/or responsible managers exercising their statutory rights to secure a representative who is a Trade Union Representative or work-place colleague if they wish to be accompanied at formal meetings, carrying out their normal duties whilst the grievance is under investigation. However, if the grievance itself means that it is not possible for the individual to carry out their normal duties this should be discussed with the manager dealing with the grievance Keeping matters confidential, only discussing issues with relevant people such as a line manager, investigating officer, HR and their representative. The chosen representative or companion may: take notes confer with the employee address the meeting respond on behalf of the employee to any view expressed at the meeting The chosen representative or companion may not: answer questions on behalf of the employee address the meeting if the employee indicates that he or she does not wish the companion to do so 4.3 Human Resources are responsible for: briefing and advising managers on the implementation of these policies and procedures ensuring that appropriate documentation is provided to the employee appointing an investigator ensuring panels as convened as necessary and arranging the managers to sit on them keeping a record of meetings attending panels to provide advice and guidance providing impartial advice to manager throughout the proceedings. 5. Informal Resolution 5.1 It is good practice and usually more effective to deal with issues as close to the point of origin as possible and as informally as possible. However, informal action should be an integral part of normal management practice and not regarded as an additional step in the process.
Grievance-Policy-and-Procedure.docx