The aim of the Grievance Procedure is to resolve concerns that employees may have about their job, working conditions or any other issue relating to their employment. The objective is to resolve issues quickly and to the satisfaction of both parties.
Most grievances are best resolved informally in discussions with your Manager. If you have a grievance relating to any aspect of your job, working environment or the conditions of employment, you should speak to your Manager on the day on which the grievance occurs or as soon as possible thereafter. If necessary, the situation will be investigated and the outcome will be discussed with you.
If the grievance cannot be resolved informally, you should put your grievance in writing to your Manager. If the grievance is against your own Manager, you should send your grievance directly to a Director. You will then be invited to a meeting to discuss the grievance, and may be accompanied by a work colleague or trade union official during the meeting. The Manager (or Director) will respond to the grievance in writing within five working days of the meeting.
If you are not satisfied with the outcome, you should write to a Director, again giving details of your grievance and explaining why the matter remains unresolved. You will then be invited to attend a meeting with a Director to discuss the grievance. A work colleague or trade union official may accompany you at this meeting. The Director will respond to your grievance in writing within five working days of the meeting.
If you wish to be accompanied at a grievance meeting and your chosen companion (work colleague or trade union official) is not available, you may ask for the meeting to be postponed by up to five working days and should suggest an alternative time for the meeting.
OVERLAPPING GRIEVANCE AND DISCIPLINARY PROCEDURES
If you wish to raise a grievance during a disciplinary process, the Company reserves the right to deal with both issues concurrently. You will be informed in writing of how the Company will be handling your individual circumstances and should be aware that any disciplinary decision may not be delayed.