Grievance procedure

[5dharian]

Hello,

I am moving on to raising a grievance, following an informal meeting. I have seen different sites (ACAS, employment law solicitor sites, HR sites etc) give slightly different advice. Some state the grievance letter should be a summary, whereas others state they should include all details of your grievance. Some state you should include evidence in the grievance letter e.g. appendix of emails/proof, whilst others state that the evidence should be bought to the grievance hearing meeting. Which is correct?

[echat11]

Hi 5DHARIAN

The grievance is saying 'I have this issue, I think the company can help me resolve this issue', you need to raise the issue in the best way possible, make your case, you want them to take the issue seriously, I'd be tempted to lay out the facts with evidence. The company won't treat it seriously if you 'rock up halfheartedly'. The company although empathetic, will want to bat things away.

ULA

[dslippy]

What matters is following your employer's grievance procedure. Procedures differ, and the only one that applies is that of your employer so long as it complies with apprp]opriate standards. Get a opy, and read and fiollow it.

[ULA]

Typically a company will set out its grievance procedure but not necessary provide the precise detail of what information they require.

My advice to anyone raising a grievance is provide the detail in your letter/email. State what the issue/s is/are and then provide the evidence that supports why it is any issue. If it relates to the actions of another person then you will need to details date/time and if there were any witnesses.

I would just however advise that do not make it pages and pages long, there is a balance, so if you have a lot to set out focus on the main points. At the grievance hearing you can always expand on these.

The responsibility of the company is to fully nvestigate the issue/s you are raising and all they have to go on is what you tell them.

[5dharian]

Firstly, I would like to thank everyone for taking their time to reply. It is most appreciated. The employer's grievance procedure is set out in a small paragraph (essentially informal meeting followed by submitting your grievance. It doesn't detail how or what). My letter is 2.5 pages long and I have for example, referred to my appendix in my grievance letter (e.g see appendix 6). I have 9 bits of evidence in my appendix (emails, signatures, organisation charts for proof etc). Is this too much to put in the letter at this stage?

[ULA]

so if as stated in your first post you have had an informal meeting and you were not happy with the outcome then it needs to be moved to the formal stage so at least you have followed that simple process.

I am thinking from what you had said that 2.5 pages is the main part of the letter and then you have several pages of appendices 1-9. My iniital thought is that the 2.5 pages is probably enough but then refer to the evidential documents that you have, in a list format, which you can offer to provide in advance of the grievance meeting when a date has been set or you can bring to the meeting.

[5dharian]

Hello,

I've previously had an informal meeting with HR to discuss the numerous issues I've had, on my return from maternity leave (change in title, not being told about restructuring to name a couple). There was little that came from the meeting and it was made clear I wouldn't have a job share with my mat cover and my issues weren't taken on. I came out of the meeting shocked and hurt with the denial. I therefore submitted a grievance with evidence and have been given a date for a grievance meeting. However, HR have requested I speak to my mat cover (new manager) about our duties, as well as have an informal meeting with my old manager as they believe they (HR)couldn't answer my questions in the previous informal meeting. I don't see the point of the meeting when I have already agreed to speaking to my mat cover. My old manager is who I believe has incorrectly informed HR about my role pre maternity leave and this is one of my grievances. And reorganisation is something they wish to discuss in the informal meeting and is also one of my grievances, thus I would prefer to discuss this in the grievance meeting. On the other hand, I don't want to appear as if I'm not trying to work things out. Any advice please?!

[ULA]

5Dharian, are you ok that I merge this thread with your other thread< They are related issues and it makes it easier for those of us providing advice if all information is on the one thread

[5dharian]

Yes, makes sense thank you.

[ULA]

I am really not sure why HR are asking you to effectively investigate your own grievance or am I missing something from your post? If you have already agreed to speak with the person doing your mat cover then if you are happy to do this then ensure that you make comprehensive notes. Do you know what they expect from you in terms of having an informal meeting with your old manager.

If there is an issue in regard to the role you performed prior to your maternity leave do you have a job description for that job? If so that may be very useful to set out what duties you carried out in the job you were doing prior to mat leave and can be a reference point for what you are being asked to do now.