Introduction
The object of this grievance procedure is to enable employees who consider that they have a grievance or complaint arising from their employment to have it dealt with at the appropriate level within as short a time as possible. It applies to all employees, regardless of job or grade.
This procedure is not contractual but is intended as a statement of current Group policy and its commitment to operate a fair procedure, taking into account statutory and other guidelines. The Group therefore reserves the right to amend this procedure as necessary to meet any changing requirements or where it is appropriate in any particular case.
When you have a grievance or complaint, you should first raise it informally with your line manager. Many grievances can be resolved informally in this way and such informal steps are not part of the formal grievance procedure. When the matter is very serious, or in other exceptional circumstances where there are good reasons for not raising the matter informally, you may proceed straight to the formal stage of the procedure.
The fact that you have invoked the grievance procedure will not preclude the Group from instituting, continuing with or concluding disciplinary or poor performance proceedings, whether they involve you or other employees.
Principles
This procedure deals with all kinds of grievance or complaint.
The Group is committed to resolving each stage of the procedure as quickly as reasonably possible, taking into account the need to investigate any grievance fairly and thoroughly.
You have the right to be accompanied by a fellow employee or a representative of your trade union (if any) at any grievance hearing.
Written records of any grievance procedures will be kept and maintained in accordance with Data Protection legislation.
Right to be accompanied
You are entitled to be accompanied to a grievance hearing by a fellow employee or by a trade union representative of your choice. You must tell us who your chosen companion is in good time before the hearing. The chosen companion may address the grievance hearing and may confer with you during the hearing, but is not permitted to answer questions on your behalf.
If your choice of companion is not available to attend at the time proposed for the grievance hearing in question, then you may propose an alternative time for the hearing to take place. The proposed alternative time must be reasonable and must be within five working days of the initial date of the hearing.
Employees chosen to accompany a fellow employee to a grievance hearing will be permitted to take paid time off during working hours to attend that hearing.
Procedure
In order to start the procedure you will need to prepare a written statement setting out the nature of your grievance or complaint. The written statement should be forwarded to your line manager or HR. If the grievance is against your immediate supervisor or line manager you can raise the grievance with the next level of management or through HR who will allocate an appropriate person to deal with it.
The person dealing with the grievance will make all necessary investigations and will arrange a meeting with you to discuss the grievance. When a decision has been reached you will be notified in writing of the outcome and informed of the right of appeal.
Appeals
If you are dissatisfied with the decision you may appeal by writing to the next level of management or HR team within five working days of being informed of the decision.
We will appoint someone to hear your appeal who, as far as possible, will be someone who has had no involvement in the earlier stages of your grievance and is at a more senior level of management. The person dealing with the appeal will undertake any further investigations that person thinks necessary and will arrange a meeting with you to discuss the appeal.
You will be informed of the outcome of the appeal in writing. The decision so reached will be final and there is no further right of appeal.
December 2022.