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GRIEVANCE PROCEDURE

The company believes that good communication, openness and a willingness to co-operate
and listen will help to address work-related issues and grievances efficiently and effectively.
The purpose of this policy and procedure is to ensure all employees have a means of
addressing any problems or concerns they may have and be able to do so quickly and fairly.

The policy provides a clear guide on how grievances can be raised. It provides an avenue of
appeal and ensures that a consistent policy is applied to all employees. The company
recognises the significance of personal grievances and is committed to ensuring that
grievances are dealt with without undue delay. It is the policy of the company to provide for
the timely and effective resolution of all employee grievances through direct discussion
between employees and their managers. Where this is not possible, an employee may raise
an issue directly with any director. The following is the procedure which should be followed
when raising a Grievance. At any stage of this procedure, an employee has the option to be
accompanied by a colleague if they so wish.

INFORMAL DISCUSSION

Employees are encouraged to approach their immediate manager in the first instance to
discuss issues and attempt to informally resolve them. If an employee is dissatisfied with the
response received then he/she may invoke the formal grievance procedure.

FORMAL PROCESS

Stage 1
• Employees should approach their manager/supervisor and inform them that they are invoking
the first stage of the formal grievance procedure
• A meeting will be arranged between the manager/supervisor and employee
• The employee may be represented by a colleague of his/her choice at the meeting
• The problem will be discussed and a timeframe will be agreed for the manager/supervisor to
communicate a response generally within 5 working days except in exceptional circumstances
• A summary of the meeting will be recorded and copies issued to those in attendance
• A decision will be taken as soon after the meeting as possible, following reasonable enquiries
by the manager/supervisor.
• The grievance will be responded to, in writing, within 5 working days, or when reasonably
practical
• A summary of the meeting will be recorded and copies issued to those in attendance. • Copies
will be stored with personnel records

Stage 2
• Should employees be dissatisfied with the response given, they may appeal the finding to the
next level of management, i.e. your supervisor’s/manager’s manager.
• A further meeting should be requested with the next level of management. This should be
put in writing, outlining the details of the grievance
• The employee may be represented by a colleague of his/her choice at the meeting
• The problem will be discussed and a timeframe will be agreed for the communication of a
response within 5 working days except in exceptional circumstances
• A summary of the meeting will be recorded and copies issued to those in attendance
• A decision will be taken as soon after the meeting as possible, following reasonable enquiries
by the parties hearing the grievance
• The grievance will be responded to, in writing, within 5 working days, or when reasonably
practical
• A summary of the meeting will be recorded and copies issued to those in attendance. • Copies
will be stored with personnel records

Stage 3
• The final internal stage will be the referral of the situation to the next level of management.
• The employee should submit their grievance in writing, outlining the nature of the grievance.

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