____________________________
GRIEVANCE’S POLICY - PROCEDURE
- Purpose
of the procedure/Introduction
____________________________
aim is to ensure that employees with a grievance relating to their employment
can use a procedure which can help to resolve grievances as quickly and as
fairly as possible.
- Informal
discussions
If an employee has a
Grievance about their employment they should discuss it informally with an
immediate supervisor. We hope that the majority of concerns will be resolved
this way.
- Stage
1 – Statement of Grievance
If the Employee feels
that the matter has not been resolved through informal discussions, they should
put your grievance in writing to immediate Supervisor.
- Stage
2 – The Grievance Meeting
Within 1 working day the Supervisor will
respond, in writing, to the statement, inviting the Employee to attend a
Meeting where the alleged Grievance can be discussed. This Meeting should be
scheduled to take place as soon as possible and normally in 3 working days
notice of this meeting will be provided to the Employee.
Employees must take all
reasonable steps to attend the meeting, but if for any unforeseen reason the
employee, or the employer, can’t attend, the meeting must be rearranged. The
time limits may be extended by mutual understanding.
After the meeting the
Supervisor hearing the grievance must write to the Employee informing them of
any decision or action. This letter should be sent within 1 working day of the “Grievance Meeting”.
- Step
3 – Appeal
If the matter is not
resolved to the Employees Satisfaction they must set out their grounds of
appeal in writing within 3 working
days of receipt of the decision letter.
Within 1 working day of receiving an “Appeal
Letter”, Supervisor should receive a written invitation to attend an “Appeal
Meeting”. The Appeal Meeting should be taken by a more Senior Manager not
involved in the original Meeting.
After the Appeal Meeting
the Senior Manager must inform the Employee in writing of their decision within
1 working day of the Meeting.
Their decision will be
final.
GRIEVANCE INVESTIGATION
Date of the Communication:
Employee's
Name: Supervisor's
Name:
Job
Title: Dept:
SUMMARY
OF COMPLAINT
When
did it occur? ______________________________________________________________________
______________________________________________________________________
Where
did it happen? ______________________________________________________________________
______________________________________________________________________
Why
did it happen? ______________________________________________________________________
______________________________________________________________________
What
happened? ______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
Who else was
Involved? Witnesses? (Include full name and work area, if possible.)
1.________________________
2.________________________
3.________________________
4.________________________
What adjustment is expected?
______________________________________________________________________
Grievance
was presented to Supervisor:
__Orally __In writing
Date Presented:
Grievance
was presented to:
Meeting
Held? __Yes __No
Date:
If a meeting was held, who was Present?
1.
2.
3.
4.
What was supervisor's answer or offer of
resolution?
______________________________________________________________________
______________________________________________________________________
Was the grievance resolved?
Yes – Date Of Resolution: _______________________________________________
______________________________________________________________________
No – Further Action:
____________________________________________________
______________________________________________________________________
No comments:
Post a Comment