disc_grievance

This refers to the situation where an employee feels they have been treated badly in some way. In most cases these issues are informally dealt with between the manager and employee, but in a small number of situations the informal methods are either not appropriate or have failed to remedy matters.

In advance of any issue arising all employers must have written grievance procedure in place and have communicated its contents to employees. See sample grievance procedure indexed opposite (we are quite happy for you to use this for your organisation - provided you have checked its suitability with your professional advisors). At all stages of the formal grievance process a careful written record should be kept.

There are occasions when it may be difficult for the employee to make a formal grievance complaint to their manager. Such a situation often arises when the employee's grievance concerns the manager's behaviour. Whilst employers will not want to undermine the authority of managers, it is important that employees feel able to air their grievances. For example there have been a number of sexual harassment cases where employees have successfully claimed constructive dismissal because they had not obvious route of complaint.

Large organisations often have specially trained assessors whose role is to give confidential advice and guidance to employees who have a grievance which they feel unable to raise with their manager. If at all possible small and medium-sized employers should set up a similar system. But as an alternative we propose that where an employee feels they have been harassed or their manager is not approachable with a grievance they may approach any other manager in the organisation for confidential advice.

Now refer to the example grievance procedure.