14\/8\/2020<\/p>
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1.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Object<\/em><\/strong><\/p> The object of the procedure is to provide an employee who considers that they have a grievance with an opportunity to have it examined quickly and effectively, and where a grievance is deemed to exist, to have it resolved, if possible, at the earliest practicable opportunity.\u00a0<\/p> Most issues or grievances can be solved on an informal basis with line managers, and you should aim to settle your grievances in this way if possible.\u00a0 This procedure is designed to deal with those issues that need to be approached on a more formal basis.<\/p> \u00a0<\/p> 1.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Procedure<\/em><\/strong><\/p> If a grievance cannot be settled informally with the relevant line manager, you should raise it formally.\u00a0 This procedure has been drawn up to establish the appropriate steps to be followed when pursuing and dealing with a formal grievance.<\/p> \u00a0Stage 1<\/strong><\/p> In the event of you having a formal grievance relating to your employment you should, in the first instance, put it in writing and address it to your line manager, making it clear that you wish to raise a formal grievance under the terms of this procedure.\u00a0 Where the grievance is against your line manager, the complaint should be addressed to an alternative manager.\u00a0 This grievance procedure will not be invoked unless you raise your grievance in accordance with these requirements.<\/p> A manager (who may not be the manager to whom the grievance was addressed) will then invite you to a grievance meeting to discuss your grievance and you have the right to be accompanied at this meeting by a trade union official, a trade union representative or a fellow employee of your choice.\u00a0 You must make every effort to attend the meeting.\u00a0 At the meeting, you will be permitted to explain their grievance and how you think it should be resolved.\u00a0<\/p> Please note that it is prohibited for anyone to record (whether covertly or otherwise) the proceedings at the grievance meeting, and at any appeal meeting, without the express permission of the Company.\u00a0 If the Company discovers that you have done this covertly, you could be subject to disciplinary action.<\/p> Following the meeting, the Company will endeavour to respond to the grievance as soon as possible and, in any case, within five working days of the grievance meeting.\u00a0 If it is not possible to respond within this time period, you will be given an explanation for the delay and be told when a response can be expected.\u00a0 You will be informed in writing of the Company\u2019s decision on the grievance and notified of your right to appeal against that decision if you are not satisfied with it.\u00a0<\/p> Stage 2<\/strong><\/p> In the event that you feel your grievance has not been satisfactorily resolved, you may then appeal in writing to a more senior manager or to a Director of the Company within five working days of the grievance decision.\u00a0 You should also set out the grounds for your appeal.<\/p> On receipt of such a request, a more senior manager or a Director (who again may not be the person to whom the appeal was addressed) shall make arrangements to hear the grievance at an appeal meeting and at this meeting you may again, if you wish, be accompanied by a trade union official, a trade union representative or a fellow employee of your choice.<\/p> Following the meeting, the senior manager or Director will endeavour to respond to the grievance as soon as possible and, in any case, within five working days of the appeal hearing.\u00a0 If it is not possible to respond within this time period, you will be given an explanation for the delay and be told when a response can be expected.\u00a0 You will be informed in writing of the Company\u2019s decision on their grievance appeal.\u00a0<\/p> This is the final stage of the grievance procedure and the Company\u2019s decision shall be final.<\/p> <\/p> 1.1.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Disciplinary issues<\/em><\/strong><\/p> If your complaint relates to your dissatisfaction with a disciplinary, performance review or dismissal decision, you should not invoke the grievance procedure but should instead appeal against that decision in accordance with the appeal procedure with which you will have been 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