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- I had a grievance raised against on 9 Jul 2024, I was told the grievance was to do with "Workplace Culture and Team Dynamics" and that it was raised by a peer manager in the same team as me. I was told the grievance investigation hearing was to be held on 10 July 2024. I asked for any information on the same with regards to what the grievance related to but was informed that was not possible.
- Considering the investigation hearing was the next day, I had no time to arrange for a proper person to represent me. I asked for more time but that was refused too.
- In the investigation hearing, I was read a summary of the alleged grievance points against me for the first time. 3 alleged incidents/statements I made were for things that happened over a year ago and on matters that I thought were resolved as part of wider issues with leadership and none of them related to the person that actually raised the grievance against me.
- The person that raised the grievance against me a month after I raised informal bullying concerns against them with my manager. I suggested mediation which we both agreed to, the outcomes was that the bully didn't feel safe being in a 1:1 situation with me and turned it all on me saying I had misconstrued everything. My manager agreed with her demand and we were not supposed to have any 1:1 without my manager and all communication was supposed to be over email.
- The company policy states that first an attempt should be made to raise concerns informally which was either not done or I was not informed of it.
- The outcomes were that grievance was upheld but no disciplinary actions are to be taken but the findings are vague and confusing. I asked for evidence to understand the findings as the findings are quite serious. I asked for evidence however was said it couldn't be provided to me over email but they may be able to explain it over a meeting where they can.
I feel the way the whole HR grievance process was unfair including the grievance investigation was unfair and don't know how to proceed as I cannot accept their findings and recommendations
- Considering the investigation hearing was the next day, I had no time to arrange for a proper person to represent me. I asked for more time but that was refused too.
- In the investigation hearing, I was read a summary of the alleged grievance points against me for the first time. 3 alleged incidents/statements I made were for things that happened over a year ago and on matters that I thought were resolved as part of wider issues with leadership and none of them related to the person that actually raised the grievance against me.
- The person that raised the grievance against me a month after I raised informal bullying concerns against them with my manager. I suggested mediation which we both agreed to, the outcomes was that the bully didn't feel safe being in a 1:1 situation with me and turned it all on me saying I had misconstrued everything. My manager agreed with her demand and we were not supposed to have any 1:1 without my manager and all communication was supposed to be over email.
- The company policy states that first an attempt should be made to raise concerns informally which was either not done or I was not informed of it.
- The outcomes were that grievance was upheld but no disciplinary actions are to be taken but the findings are vague and confusing. I asked for evidence to understand the findings as the findings are quite serious. I asked for evidence however was said it couldn't be provided to me over email but they may be able to explain it over a meeting where they can.
I feel the way the whole HR grievance process was unfair including the grievance investigation was unfair and don't know how to proceed as I cannot accept their findings and recommendations
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