A staff member has informed their line manager that they have a grievance about their working pattern. What should the manager do?
A manager should try and resolve any concerns raised informally in the first instance.
The manager should meet with the member of staff in a confidential location and understand the context of their grievance and establish the issues and facts before identifying a solution.
The aim of any grievance is for both parties to work together to agree on a resolution to the concerns raised.
A member of staff has stated that they intend to bring their union representative to an informal grievance meeting. Can they do this?
The informal grievance meeting is for the member of staff and their manager to discuss the concern and try to find a workable solution.
A member of staff is only entitled to be represented by a union representative or workplace colleague in the formal stages of the process.
A member of staff has advised their manager that they are not satisfied with the outcome of the informal stage. What happens next?
If a member of staff is not satisfied with the outcome at the informal stage, they can choose to raise a formal grievance.
The member of staff must complete the form in Appendix A of the grievance and disputes procedure and submit this to their line manager. Where the member of staffs line manager is the subject of the grievance, this should be submitted to the next line of management.
Once a grievance notification has been received, the manager must notify the First Contact team who will advise of the next steps.
How does a line manager deal with a formal grievance complaint which is raised by a member of staff post-employment?
Any grievance submitted by a member of staff before the last date of employment will be dealt with under the Trust’s grievance and disputes procedure (see section 8.0).
If a grievance is raised post-employment, but within three months of the employment ending the matter will be investigated and a written response provided.
If a manager is in receipt of a formal grievance complaint, they must notify the First Contact team immediately.
A member of staff has told their line manager that they are planning on submitting a grievance about another member of staff who they feel is bullying them. What should the manager do?
The Trust has a separate process for complaints of bullying and/or harassment. The manager should advise them of the Trust’s dignity at work procedure.
Where possible/appropriate the manager should help the member of staff to resolve any concerns informally. The member of staff can also seek advice from HR if they have any questions relating to the process or options.
A member of staff has submitted a grievance that repeats issues raised in an earlier grievance. What action should the manager take?
The manager should explain to the member of staff that the issues raised have already been considered as part of an earlier grievance and the earlier grievance will not be reopened.
However, the manager should speak to the member of staff to understand what has prompted their further grievance and find out whether a new issue has arisen or new evidence is now available which requires consideration. If this is the case, the member of staff should follow the grievance and disputes procedure as normal.
If there are no new issues or evidence, the manager should explain to the member of staff that the issues raised have already been dealt with as part of the earlier grievance and this will not be re-opened. It may be best to explain this to the member of staff face-to-face and follow up in writing.
Over the last two years a member of staff has raised a number of grievances, none of which have been upheld. Can the manager warn the member of staff that if they continue to raise any further grievances without foundation they may be disciplined?
Raising unfounded grievances can be treated as a disciplinary issue if the member of staff has acted dishonestly or maliciously. However, there may be genuine reasons for raising the grievances. The First Contact team will be able to provide further advice on the next steps.
A member of staff has raised a grievance relating to a disciplinary process. What should the manager do?
If the member of staff raises a grievance during an ongoing disciplinary process the HR department must be notified immediately.
The nature of the grievance will then be reviewed and if it is deemed appropriate, the disciplinary process may be placed on hold until the grievance is resolved.
Can a member of staff submit a grievance if they feel as though their manager has unfairly declined special leave?
A member of staff can choose to submit a grievance if they are not satisfied with the outcome of their special leave request. The manager should, where possible, try and resolve the grievance informally in the first instance and try to reach a mutually agreed resolution (e.g. could the member of staff utilise annual leave or unpaid leave).
If a member of staff submits a grievance whereby their line manager is the subject of the grievance, who would should the grievance be submitted to?
If a member of staff is raising a grievance against their line manager, they should write to the next line of management.
A member of staff is not satisfied with how their line manager has dealt with a situation. Can a grievance be submitted to HR?
A member of staff can choose to raise a formal grievance if they are not satisfied with the outcome of an informal grievance meeting. A member of the HR team would be appointed to support the manager considering the grievance, however the grievance must be submitted to the next level manager.