All College employees are covered by this policy, with the exception of those staff covered by the Appendix to the Statutes governing academic staff.

The purpose of the Grievance Procedure is to support the College’s commitment to promoting and ensuring a working environment where Two men sitting at desk individuals are treated with respect and courtesy.  The procedure is designed to resolve problems, for example concerns relating to harassment, bullying and victimisation or where a member of staff feels that they have been unfairly or unreasonably treated and to provide members of staff with a reasonable and prompt opportunity to obtain redress of any grievance. It is hoped that grievances can be resolved amicably thereby maintaining, and where necessary, restoring good relations within the College. All parties should co-operate constructively in resolving matters. To this end, members of staff are encouraged to only use the formal procedure where the matter has not been resolved through informal dialogue. It should be noted that if a member of staff wishes to remain anonymous, it may not be possible to take any action against the person causing offence.  It may, however, be possible to address a complaint through indirect methods, such as publicising and drawing attention to this policy, and through training initiatives.

The College treats equality of opportunity seriously and has an equality framework to ensure equality of opportunity.  Implementation of the Grievance policy must be clear and transparent and not subject to any unfair discriminatory practices by line managers.

This guidance has been designed to act as a point of reference.  For further details please refer to the full policy which can be downloaded from this page's sidebar.

A member of staff has come to me with a concern relating to their employment, what should I do?

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*Whilst attempting to resolve a grievance informally, you should keep a record of any discussions you have and copies of any correspondence, in the event that follow up action becomes necessary.*

A member of staff wants to raise a grievance:

What should I do?

  • Direct the individual to the College's Grievance Policy [pdf] for full details on the process that will be followed
  • Advise the individual to contact a member of HR if they have any questions regarding the process
  • Encourage the individual to make full use of the support that the College provides

What happens?

What happens when a member of staff raises a formal grievance?

  • An appropriate manager will be identified to investigate
  • The individual(s) against whom the grievance has been raised will be provided with a copy of the grievance and given the opportunity to respond
  • The complainant will be provided with a copy of the response
  • The appropriate manager will aim to meet with the complainant within ten working days of receipt of the grievance
  • The appropriate manager will meet with the individual(s) to hear their response, normally within ten working days of meeting with the complainant
  • Further investigation may be conducted (including meeting with any witnesses)
  • The decision will be confirmed in writing, normally within ten working days of the close of the investigation, and the following individuals will receive a copy of all paperwork:
    • The individuals, respective representatives, relevant line manager(s)
  • The complainant will be given the opportunity to appeal the decision

What are the possible outcomes?

What are the possible outcomes of a formal Grievance investigation?

  • The grievance is upheld and an informal resolution is recommended
  • The grievance is upheld and a disciplinary hearing is convened
  • The grievance is not upheld but with recommended actions
  • The grievance is not upheld and no further action is taken
  • The grievance is partially upheld and a combination of the actions above are recommended

Decision made, what do I do?

I have received a copy of the report outlining the decision of a formal Grievance investigation, what should I do?

  • If there are any recommended actions (excluding cases where the recommendation is to convene a disciplinary hearing) you should ensure that these recommendations are put in place
  • You should meet regularly with the individual to offer support and continue to monitor the situation, regardless of whether or not the Grievance was upheld
  • Where you believe that regular contact between the individuals is undesirable, you should discuss the potential options with a member of HR
  • Where appropriate, you should consider options to rebuild relationships between the individuals involved in a formal Grievance investigation, including: mediation, training, or conflict coaching