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3.2.2 Stage 2
When the job-related problem is not satisfactorily resolved, at Manager/Supervisor level or when the problem
relates to your immediate superior's conduct, you may raise the matter in writing with the next level of
management. A MANAGER will acknowledge receipt of the grievance, in writing, where practicable within 5
working days. A MANAGER will meet with the employee concerned to discuss the grievance. Where an employee
feels that they are unable to state the problem or their case properly, they may ask a representative to
accompany them. The Management shall prepare a summary of the employee's complaint and solutions
proposed following the interview, a copy of which will be given to all concerned. If the matter has been
satisfactorily resolved, the summary of discussions will be placed on the employee's personnel file for possible
future reference. The aim is to reach a satisfactory solution.

3.2.3 Stage 3
This is the final stage. If the matter is still unresolved you should raise the matter in writing with a MANAGER
who will acknowledge receipt of the grievance, in writing, where practicable within 5 working days. At this stage
the MANAGER may invite an independent and suitably competent third-party, such as a human resource
specialist, into the process Where an employee feels that they are unable to state the problem or their case
properly, they may ask a representative to accompany them. A full investigation into the job-related problem
will be conducted. A MANAGER shall prepare a summary of the employee's complaint and solutions proposed
following the interview, a copy of which will be given to all concerned. This decision will be final and there will
be no further consideration of the grievance within the Company. Should the employee wish to pursue the
matter further they may refer the issue to an appropriate external forum.

In the event of issues arising, which cannot be immediately resolved, and in order that the Company may
investigate the matter fully and without prejudice in accordance with the above procedure, it may be necessary
and appropriate to suspend employees with pay during the period of investigation. All employees involved in
the investigation are expected to respect the need for confidentiality. Failure to do so will be considered a
disciplinary offence.

In all stages of the grievance procedure confidentiality is essential.
3.2.4 Grievances during disciplinary procedures
If an employee raises a grievance, where the reason for the grievance is actual disciplinary action by the
Company, we will hear the grievance as part of a disciplinary appeal hearing (see 3.1.6 Appeals).
In the event that the Company is notified of the grievance after an appeal hearing has been held, a separate
grievance meeting will be held.
3.3 HARASSMENT AND SEXUAL HARRASSMENT
The Company fully supports the right of all employees to seek, obtain and hold employment without
discrimination. The Company is therefore committed to ensuring that the workplace is free from sexual
harassment, harassment and bullying. All employees should be aware of the provisions of this policy.
Harassment is a form of discrimination. It is usually unlawful behaviour contrary to the Employment Equality
Acts, 1998-2015, or the Equal Status Act, 2000, and may also constitute Defamation at Common Law, or under
the Defamation Act, 1961 or Article 40.3.2 of the Constitution and it is also improper and inappropriate
behaviour, which lowers morale and interferes with work effectiveness.

Harassment will not be permitted or condoned within the working environment. Appropriate disciplinary action,
including dismissal for serious offences, will be taken against any person who violates this policy.

3.3.1 Definition (Harassment)
Harassment is defined as any form of unwanted conduct related to a person's relevant characteristic as defined
by the Employment Equality Acts, 1998-2015 being conduct which has the purpose or effect of violating a
person's dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the
person.

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