Grievance procedure overview
There is a three month time limit for raising a grievance about an event/incident. If the grievance is about a series of events/incidents, the most recent event/incident must have occurred within three months of the grievance being received.
All staff should raise their initial concerns with their immediate manager, either verbally or in writing.
Managers have 14 calendar days to listen to the grievance and establish the facts in order to identify a solution.
Managers have a further seven working days from the date of the meeting to outline the facts to the outcome and any further action to be taken.
If the informal stage is unsuccessful, the member of staff may wish to raise their concerns formally in writing to their manager by completing the formal grievance complaint form.
The manager must inform the HR First Contact team by email and seek advice where appropriate at the earliest opportunity.
When a formal grievance complaint is received by the HR First Contact team, an initial review of the grievance complaint will be undertaken with the aim to resolve matters efficiently and proactively.
Not all formal complaints will result in an automatic instigation of a formal investigation process.
Managers considering a grievance must arrange a meeting with the member of staff within 21 calendar days from receipt of the formal complaint with HR representation.
Following the meeting, the manager will be responsible for taking the appropriate steps to resolve the concerns raised or any further investigation required.
Following the meeting and any subsequent investigation, the member of staff will be informed in writing of the outcome.
Right of appeal
The member of staff will have the right of appeal should they feel unsatisfied with the outcome.
For more information on the right to appeal, please see section 3.3 of the grievance procedure.