Grievance Procedure For Staff: A Guide To Handling Staff Complaints and Concerns
Grievance Procedure For Staff: A Guide To Handling Staff Complaints and Concerns
Grievance Procedure For Staff: A Guide To Handling Staff Complaints and Concerns
February 2017
Grievance Procedure to address a problem that has arisen in order to enable the
members of staff to continue to work together. When a member of
staff has a grievance, she or he should try, where possible, to
Introduction resolve the matter by a direct approach to the other member of
staff involved. In doing so she or he should clearly state that they
1. This procedure applies to a grievance held by a member of staff are initiating the informal stage of the grievance procedure. Staff
against the University as an employer, including a grievance should make a reasonable attempt to resolve the matter by means
against another member of staff acting on behalf of the University. of an informal discussion, before proceeding to the formal stage 2
It does not apply to collective disputes nor to disputes between of the grievance procedure.
members of staff in their private capacities.
Mediation
2. “Grievance” in the context of this procedure means a concern,
problem or complaint that a member of staff raises with the 8. Mediation or other interventions may also be appropriate to try and
University. resolve issues at this, and indeed any other, stage of the
procedure. Staff should approach their HR Business Partner for
3. “Representative” in the context of this procedure means a advice and support to facilitate such interventions. Whilst such
representative of the member of staff’s trade unions or another interventions are encouraged, it should be noted that mediation is
member of staff of the University. only possible with the agreement of both parties.
4. “Relevant manager” in the context of this procedure means a 9. Grievances should be raised and dealt with in a timely manner. An
manager with the authority to hear grievances in accordance with aggrieved member of staff should raise any issue of concern as
annex 1 to this procedure. soon as is reasonably practicable and a meeting or planned
intervention should take place within ten working days of the
5. Throughout this process, whilst managers and staff are incident occurring or the grievance being raised if there has been
encouraged to consult with Human Resources, their trades union an accumulation of incidents. Unless there are exceptional
representatives, and relevant colleagues as appropriate, all parties circumstances, a grievance cannot be raised for an incident that
must act responsibly and respect the confidentiality and privacy of occurred more than three months earlier.
these proceedings.
10. This informal stage of the procedure is an integral part of the
6. Throughout all stages of the procedure, every attempt shall be process. It may only be omitted if the relevant HR Business
made by all parties to settle the matter by conciliation. Partner considers that it is not possible or appropriate to resolve
the matter informally, in which case, the process will commence at
Stage 1 – Informal discussion stage 2 – formal process. The HR Business Partner should consult
with the individuals concerned and their representatives before
making such a decision to omit this stage of the procedure.
7. Common sense and tact are essential in diffusing the problems
that might arise from a grievance. The aim of this informal stage is
Stage 2 – Formal process brought may be requested to attend the meeting or may be
interviewed at a separate meeting with the manager. If
required, a broader investigation may be carried out to include
11. If the matter remains unresolved, the aggrieved member of staff interviews with other staff or witnesses. If such interviews or
may request a meeting with the relevant manager authorised to an investigation are to be carried out, this should normally take
hear a grievance in accordance with Annex 1 to this procedure. place within 10 working days of the initial meeting. Where this
This may be the line management of the aggrieved member of staff is not reasonably practicable, Human Resources should agree
or the line management of the person against whom the grievance a timetable and inform all parties of the scope and timescales
is made depending upon who has the authority to take appropriate for such a process;
action. The HR Business Partner will determine who the relevant
manager under the procedure is if this is not clear. (d) ensure that a member of the Human Resources
Department is present at the meeting;
12. The request for a meeting shall be made in writing within ten
working days of the informal meeting or intervention and shall (e) keep a written record of the meeting and copy it to the
specify: aggrieved member of staff within 10 working days.
(a) a comprehensive account of the facts of the case and the 14. Both the aggrieved member of staff and the member of staff
grounds for the grievance; against whom the grievance is made may be accompanied by a
representative at the meeting.
(b) such other background information as may appear relevant
and useful;
15. After the meeting, the relevant manager shall:
(c) what action has been taken at the informal stage to resolve the
(a) write to the members of staff involved to record the outcome,
matter. If no such action has been taken, the manager may
within ten working days of the meeting (or final interview or
refer the grievance back to stage 1, taking advice from Human
conclusion of investigation where appropriate);
Resources as required.
(b) Copy the letter to the Executive Director of People and
13. The relevant manager shall: Organisation and to the Vice Chancellor.
(a) seek the advice of their HR Business Partner;
(b) inform and copy the grounds of the grievance to the person
against whom the grievance has been raised;
22. If the member of staff wishes to appeal against the decision made
at stage 2 she or he may do so to the Chair of the Board of
Governors through the University Secretary and Clerk to the Board
of Governors. The Chair of the Board of Governors, together with
a Lay Governor, will convene an appeal meeting in accordance
with stage 3 of this procedure.
* Senior Posts Holders are Vice Chancellor, Deputy Vice Chancellor, Chief Financial Officer,
University Secretary and Clerk to the Board of Governors.
Formal grievances should only be submitted once all informal options at stage 1 have been
exhausted.
In all cases, grievances and appeals will only be heard by relevant managers not previously
involved in the matter or matters that led to a grievance being raised.
HR Business Partners will determine who will consider grievances or hear appeals in the event a
member of staff does not fit into one of the staffing groups listed above or if position is unclear.
Process to Hear Grievances
Aggrieved employee
Needs to decide if they wish to raise a formal
grievance. If so, they must submit grievance in
writing.