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Section 2.6: Grievance Procedure
You have the right to expect to be treated fairly, with respect and with dignity and not to be subjected to harassment, victimisation or any other inappropriate or discriminatory behaviour.
If you have a concern or a grievance relating to your employment you have the right to express it and the following procedures are in place for you to do so. The procedure is the same for non-union members. Non-union members have the right to be accompanied by a colleague – unionised or not – to accompany them to all meetings.
2.6b Informal Action
In the first instance, you should discuss your concerns informally with your Manager or with the HR Manager with the aim of resolving matters at this stage. If you are unable to resolve matters this way, or if you feel it would be inappropriate, then the Formal Procedure will apply
2.6c Formal Action – Unionised Employees
Within the Company, there are two Grievance Procedures – one for Individual Issues, and one for Collective Issues.
2.6c.1 Individual Grievance Procedure
Stage 1: If the matter cannot be resolved informally, you should refer the matter to your duly elected union representative who should discuss the issue with the appropriate department manager with you present, if you wish. Informal notes of this meeting will be kept by the manager involved, and by the Union Representative.
Stage 2: If the issue is not resolved at Stage 1, your Union Representative will raise the matter in writing with the HR Manager, for further discussion. Minutes of this discussion will be kept.
Stage 3: If the issue is not resolved at Stage 2, a meeting may be arranged between the District Officer and a representative of Senior Management.
Stage 4: If the issue remains unresolved, then a further meeting with Union and Management may be arranged, with consideration given to ACAS mediation.
2.6c.2 Collective Grievance Procedure
If more than one member is involved in raising a grievance, then the matter must be brought to the attention of the Union representative who will then raise the issue through the HR Manager.
2.6c.3 Stoppage of Work
No stoppage of work or unauthorised action shall take place as a result of any difference or dispute until all stages of the procedure have been exhausted.
NB: The Union Representative must conform to normal working practices and may not leave their normal work to investigate any matter without first getting permission from his immediate superior. This permission will not be reasonably withheld.
2.6d Formal Procedure – Non-Unionised Employees
Stage 1: If you have been unable to resolve the issue informally (see above), you must set out your grievance in writing to the HR Manager. In your letter you should give details of the reasons for your grievance and, if appropriate your dissatisfaction with the outcome of the informal action. You should enclose copies of any relevant documents relating to your grievance.
Stage 2: We will invite you to a meeting to discuss the matter with either the HR Manager or a manager who has not previously been involved, and will endeavour to do so within seven working days of receipt of your letter , this may be extended depending on the complexity of the grievance. You have the right to be accompanied to this meeting by a nominated colleague.
Within five days of this meeting we will endeavour to inform you in writing as to the decision made about your grievance, and your right of appeal against any decision with which you are unhappy.
Stage 3: If you wish to appeal, you must request this in writing within five working days of receipt of our letter to you, and we will arrange a further meeting with a member of the senior management team or another senior member of staff. We will endeavour to arrange for this meeting to take place within seven days, and again, you have the right to be accompanied.
The decision made at this stage will be final, and you will be given the reasons in writing within five days of the meeting.
If at any stage, it is felt appropriate to delay the proceedings to allow for further investigation, or for the appropriate a member of the senior management team or Manager to be available, you will be informed of this in writing.
In all cases, correspondence, documentation and meetings relating to your grievance will, as far as is reasonably practical, be kept confidential.