Grievance procedure
INTRODUCTION
This document forms a template for organisations to compose a policy for Grievance. The working is largely standard but there is the opportunity for organisations to personalise the policy.
This document is divided into three columns
1. Heading: for each sub section of the policy
2. Explanation: why the section is there and what it should contain
3. Section content: contains the wording to be used in the policy which can be added to/adjusted according to the needs and practices within the organisation.
Instructions: Once you have completed content in the third column (headed ‘Section Content’), you can delete this introduction and the middle column (writing is in blue) leaving you with you policy. Some organisations may prefer a different format (e.g. non tabular), in which case, the content can be cut and pasted as required. The final policy will usually be approximately 3 sided of A4 in length.
Name of organisation:
Introduction
This section sets out the way in which any grievances by employees against the organisation will be handled.
Grievances which are raised by employees typically refer to matters relating to employment e.g. terms and conditions, job issues, work relationships. They are matters which it is reasonable to expect line management to be able to resolve.
Creative Envelope Solutions recognises that from time to time employees may wish to seek for grievances relating to their employment. In this respect it is our policy to encourage free communication between employees and Clayton Down M.D. to ensure that problems can be resolved quickly to the satisfaction of all concerned.
Principles
(optional)
Grievance Procedures must comply with the Arbitration and Conciliation Service (ACAS) Code of Practice 2009 and must follow the basic steps outlined below:
Informal discussions
Formal discussions
Appeal
Principles are guidelines on best practice for dealing with grievances. Publication of these guidelines is optional
This document forms a template for organisations to compose a policy for Grievance. The working is largely standard but there is the opportunity for organisations to personalise the policy.
This document is divided into three columns
1. Heading: for each sub section of the policy
2. Explanation: why the section is there and what it should contain
3. Section content: contains the wording to be used in the policy which can be added to/adjusted according to the needs and practices within the organisation.
Instructions: Once you have completed content in the third column (headed ‘Section Content’), you can delete this introduction and the middle column (writing is in blue) leaving you with you policy. Some organisations may prefer a different format (e.g. non tabular), in which case, the content can be cut and pasted as required. The final policy will usually be approximately 3 sided of A4 in length.
Name of organisation:
Introduction
This section sets out the way in which any grievances by employees against the organisation will be handled.
Grievances which are raised by employees typically refer to matters relating to employment e.g. terms and conditions, job issues, work relationships. They are matters which it is reasonable to expect line management to be able to resolve.
Creative Envelope Solutions recognises that from time to time employees may wish to seek for grievances relating to their employment. In this respect it is our policy to encourage free communication between employees and Clayton Down M.D. to ensure that problems can be resolved quickly to the satisfaction of all concerned.
Principles
(optional)
Grievance Procedures must comply with the Arbitration and Conciliation Service (ACAS) Code of Practice 2009 and must follow the basic steps outlined below:
Informal discussions
Formal discussions
Appeal
Principles are guidelines on best practice for dealing with grievances. Publication of these guidelines is optional