Date June 2004
It is Concept Joinery Ltd.'s aim to ensure that its
employees are given the opportunity to raise and have
resolved any grievances or disputes. Although it is
anticipated that the great majority of doubts and problems
will be settled quickly through constructive informal
discussions, there is the need for a formal procedure
designed to meet those circumstances which cannot be
resolved quickly through informal discussion.
Informal Stage
If the grievance is against another member of staff,
employees are encouraged to attempt to resolve the grievance
informally before entering the formal procedure.
Any employment related concern should be discussed
in the first instance with the employee's manager. (If
the matter is such that the employee does not wish to
discuss it personally with the manager, the issue should
be raised directly with the Personnel Manager or a Director
or Principal.)
If the matter cannot be satisfactorily resolved at
this stage, the formal procedure which follows will
apply.
Conduct of Formal Grievance Procedure Representation:
At each of the stages set out below, employees have
the right to be accompanied or represented by an employee
representative or trade union official of their choice.
Right of Appeal:
An employee will have the right of appeal against
any decision taken on a grievance issue. Notice of the
right of appeal will include details of the time limit
within which such an appeal must be made.
Right to be heard:
In all stages of the procedures, the person against
whom the grievance has been made will have the right
to be heard.
Status Quo ante:
If the Grievance Procedure is invoked, both parties
agree to maintain the status quo - ante until the issue
which is the subject of the grievance is resolved, except
where the matter relates to an accusation requiring
urgent action, including the suspension of other employee(s)
through the Disciplinary Procedure.
Recording:
A written record of all meetings held under the formal
procedure will be made and signed by those present immediately
following the meeting. These records will be confidential
to the signatories and will be filed in the employee's
personal file. Only one copy of the original record
will be made and placed in the file of the person against
whom the grievance was made. Records will be destroyed
after a period of one year.
Time Scales:
The time scales identified in this procedure should
not normally be exceeded except where they are varied
by mutual consent. The time scales applied must reflect
the urgency of the grievance being raised: for example,
an accusation of harassment or bullying should be treated
with the utmost urgency and may involve immediate action,
including the suspension of other employee(s) through
the Disciplinary Procedure, whereas a grievance about
work practices or work load may not require such urgent
action.
Collective Grievances:
These should be raised at Stage 2 in the first instance
by the trade union representative, when the full-time
officer of the recognised trade union(s) may become
involved. When the issue remains unresolved following
exhaustion of the internal procedure, either side may
refer the matter to ACAS for conciliation.
Formal Procedure Stage 1
An employee who has a grievance relating to their
employment should make it known to the Personnel Manager
or employee representative and should state that the
formal grievance procedure is being invoked. Where the
grievance is against the Personnel Manager, the matter
should be raised with a Director or Principal.
The Personnel Manager should attempt to respond to
the grievance as soon as possible, but within 5 working
days.
Stage 2
If the grievance remains unresolved following stage
1, the employee should seek a meeting with a Director
or Principal. This meeting should be held as soon as
possible, but within 15 working days.
Within five working days, the Director or Principal
will provide a written response aimed at resolving the
grievance. If appropriate, this will set target dates
by which time the grievance will be resolved, and dates
for reviewing progress towards this resolution.
Stage 3
If the grievance is still not resolved following
receipt of the written response, the employee may make
a written request to the Director or Principal to convene
an Appeals Board meeting to consider the matter further.
This request should be made within five working days
of receiving the response.
This meeting must take place as soon as possible
but within 20 working days of the request being received.
The Appeals Board must consist of two management members
who have not been involved at any earlier stage of the
grievance. The Appeals Board may take evidence from:
- the employee(s) making the grievance
- any employee against whom the grievance has been
made
- the director or any supervisor, and
- any management member who has been involved in
an earlier stage of the procedure.
The decision of the Appeals Board will be final and
should be communicated in writing to the employee making
the grievance within five working days of the meeting
taking place.
Link With Disciplinary Procedure
If a grievance concerning another employee is found
to be made out after the Grievance Procedure has been
followed in full, the Disciplinary Procedure may be
commenced at Stage 2 for less serious grievances and
Stage 3 or 4 for more serious grievances. If a grievance
is found to be malicious or without foundation and is
sufficiently serious, the Disciplinary Procedure may
be instigated at an appropriate stage against the employee
making the grievance.
© Lee Hallard Building Services (Concept Joinery Ltd.
T/a) 2004
Policy Stmt Grievance2004.wpd
|