Page 26 - Compass Employee Handbook Rev 1

• Poor timekeeping or attendance: every employee is required to give constant and regular
attendance within the terms of their contract of employment.
• Provocative, abusive or truculent behaviour.
• Failure to abide by the general environmental rules and procedures.
• Failure to immediately report any damage to property or premises caused by you.
• Failure to report an incident whilst driving Company vehicles, whether or not personal injury
or vehicle damage occurs.
• Using the Company's computer system for unauthorised personal use.

3.2 GRIEVANCE PROCEDURE
The purpose of the grievance procedure is to enable any employee who feels they have a grievance or
concern about any matter concerning their employment to be able to raise that matter with
management in an endeavour to resolve the issue.

The Company takes pride in its "Open Door' policy and actively encourages employees to talk to a
MANAGER and discuss issues that affect them and their working environment. The grievance
procedure, set out below, exists to enable any complaint or problem which is work related and which
you are unable to resolve informally - to be handled in a fair and consistent manner. It is important
that such issues are dealt with as quickly as possible. In all issues, the aim of the procedure is to settle
a grievance as near as possible to the point of origin.

In this respect, the Company's policy is to encourage free communication between employees and
their managers/supervisors to ensure that questions and problems arising during the course of
employment can be aired, and where possible, resolved quickly, to the satisfaction of all concerned.
To this end, the following procedure should be followed where an employee has a grievance arising
from their employment.
3.2.1 Stage 1

The initial complaint must be made on a one-to-one basis with the employee's manager/supervisor.
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 manager/supervisor will have a discussion with the
employee and will attempt to resolve the issue. A summary of the employee's complaint and solutions
proposed following the interview will be prepared, a copy of which will be given to you. If the matter
has been satisfactorily resolved, the summary of discussions will be placed on the employee's
personnel file for possible future reference.

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
Page | 25