Grievance Procedure


It is important that if you feel dissatisfied with any matter relating to your employment you should have an effective means by which your grievance may be heard. It is hoped that most issues can be dealt with by way of an informal discussion and employees are encouraged to attempt this method of resolution in the first instance where possible. If however an informal discussion has not brought a resolution or you feel the matter is too serious to be dealt with by way of informal discussion, the following procedure will apply: –

Step 1 – set out your complaint in writing
You should write to management, setting out the basis for your complaint in as much detail as possible.

Step 2 – meeting and outcome
Upon receipt of your written grievance, you will be invited to a meeting to discuss your grievance. You have the right to be accompanied at the meeting by a work colleague or accredited trade union representative where you make a reasonable request to be so accompanied. Following the meeting to discuss your grievance, further investigations will be carried out if necessary and you will be advised in writing of the outcome as soon as reasonably possible

Step 3 – appeal
If you disagree with the outcome given in relation to your grievance you have the right to appeal against it. You should set out the basis for your appeal in writing in as much detail as possible. You will be invited to an appeal hearing to discuss your appeal and again will have the right to be accompanied at the hearing by a work colleague or accredited trade union representative where you make a reasonable request to be so accompanied.

Following the appeal hearing, you will receive written notification of the outcome of the appeal and the grievance procedure will be at an end.

We reserve the right to engage the services of a third party to provide assistance with or to chair any meeting convened in accordance with this policy.

Recording of meetings
Meetings conducted with you during your employment (e.g. an informal discussion, disciplinary, grievance, appraisal meeting) must not be recorded without prior permission, which will not be given unless there are exceptional circumstances. Where there is a degree of formality regarding the meeting, a note will be taken and you will be entitled to review and comment upon the notes.