Grievance Procedures should provide an open and fair way for employees to make know their concerns and enable grievances to be resolved quickly before they become major difficulties.
The Employment Contract, that every employee should receive within two months of employment must contain a statement relating to grievance procedures. There is no exemption for small employers.
Any grievance procedure must comply with the revised version of the ACAS Code of Practice on Disciplinary and Grievance Procedures which came into effect on 6 April 2009.
The object of any grievance procedure should be to ensure that employees’ grievances are dealt with quickly, fairly and consistently, and at the lowest appropriate level within the work place at which the matter can be resolved satisfactorily. If the issue cannot be resolved at a lower level or involves an employee’s manager, then a more senior manage should hear the grievance.
It is particularly important that records are kept in respect of any grievance. Any such records should be confidential and processed in accordance with the Data Protection Act 1998. It is our recommendation that the employee who has brought the grievance should be provided with copies of notes of meetings at every stage of the grievance procedure unless there are exceptional circumstances, to show openness and fairness. Employees have a right of appeal against a grievance finding.
Employers are advised to ensure their policies and procedures are up to date.
ActifHR is able to assist your business drafting a Grievance Procedure and guide you through the processes on a step by step basis to ensure it is carried out properly and reasonably.
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