The Formal Grievance Procedure

Where we can’t resolve concerns informally, we will follow a more formal processes:

• You must set out your grievance in writing, without unreasonable delay, and submit it to a director (so long as they are not the subject of the grievance).
• In your written statement you should address the following:
  • Your main concerns including, if necessary, dates, times, locations and details.
  • The identities of any individuals who are involved in these events.
  • How you feel the matter could potentially be resolved.
  • What you would like to happen as a result of the grievance.
• Once the grievance has been received in writing you will be invited to attend a grievance hearing. At this hearing you will be entitled to bring a representative; if you or your companion are not able to attend on the scheduled date, then the meeting will be rescheduled. This will normally be within 5 working days unless this isn’t reasonably practicable. As a matter of good practice, you should bear in mind the practicalities of the arrangements when considering who you wish to be accompanied by. For instance, you should choose to be accompanied by a companion who is suitable, willing and available at the location of the hearing (unless the hearing is being held virtually). 

• At the hearing you will be expected to provide further detail and information in respect of your grievance points. You will be given every opportunity to raise any concerns or queries and agree with the Hearing Chairperson how you should be supported during the investigation and in the event that your concerns lead to disciplinary proceedings.  Where appropriate an individual may be offered mediation: please see the mediation policy. The grievance hearing will be recorded and minutes taken.
• After the hearing has been conducted an investigation will be launched, if we feel that neither legal advice nor police involvement is required.  Anyone who has been accused by you will be notified that a complaint has been made against them and they will be invited to attend an investigatory hearing during which your various grievance points will be raised and discussed with them. Any documentation or supporting evidence will also be collected and all parties will be reminded of the requirement to maintain confidentiality.
• If the investigation determines that wrongdoing has occurred disciplinary proceedings will be brought against relevant individuals but this will not be communicated to you under the rules of confidentiality.
• You will receive information about our investigations and a decision regarding your complaint as soon as possible, although timescales will be agreed with you where possible. 
• You have the right to appeal any decision taken in respect of your grievance and this should be made in writing setting out each of your appeal grounds within 7 days of the date on the grievance outcome letter.   Some examples for lodging an appeal are as follows:
  • There has been an error in the process
  • You can highlight an error in the gathering or consideration of the evidence
  • Any other substantive reason
• A meeting will then be called with independent parties (other members of staff who have not been involved in the grievance) although the Directors reserve the right to call in a 3^rd party where applicable.  You will again be entitled to bring a representative.
• The matter and all evidence will be fully investigated again before a decision is communicated to you.  This decision will be final. 
• If you raise a grievance after you have left, then we reserve the right to modify the grievance process explained above and, depending on the circumstances, we are not obliged to hear your grievance once your employment has ended.