Informal Procedure Action taken at an early and informal stage before the formal procedure is used can lead to improved standards of performance, attendance and behaviourconduct. When an employee raises a formal grievance, their employer should follow a formal procedure. consistency, transparency and fairness in the handling of workplace problems and complaints. If you cannot find a grievance procedure, or if it turns out there isn’t one, follow the basic steps set out in Stages in a grievance procedure. A definition. The procedure can be adjusted depending on size. Pages are being tested and improved. If your workplace has its own grievance procedure, it should: 1. follow the Acas Code, as a minimum 2. be in writing and easy to find Download an example of a grievance procedure. A grievance allows for an opportunity at conflict management with ideals such as fairness and equity at its forefront. The Acas Code of Practice sets out principles for handling disciplinary and grievance situations in the workplace. If you like, you can tell us more about what was useful on this page. This is called 'raising a grievance'. If the situation can’t be resolved at this point – or the employee feels uncomfortable speaking to the manager about the mat… Your employer should give you the opportunity to explain your grievance and any suggestions you may have for resolving it. If your employer doesn't have a formal procedure, you can follow the Acas Code of Practice. They should: make clear they’ll deal with grievances fairly and consistently, investigate to get as much information as possible, allow the employee to bring a relevant person to a grievance meeting, give everyone a chance to have their say before making a decision, take actions and make decisions as soon as they can, allow the employee to appeal against the grievance outcome. You should try to follow this, where possible. Video looks at the grievance procedure in the workplace and gives a couple of important things you should know. 1.1 Purpose of Grievance Procedure . Thank you, your feedback has been submitted. Making Grievances in the Workplace. A personal grievance can be about any act, behaviour, omission, situation or decision impacting on an employee, that the employee thinks is unfair or unjustified. Let us know, Copyright ©2021 Citizens Advice. Your employer should arrange an initial meeting at a reasonable time and place to discuss your grievance. You have a right to ask your employer if you can bring a colleague from work or a trade union representative to the meeting. Even if the process is rarely used, a standardized grievance procedure is an essential policy to establish for both small and large companies. Where possible, you should always try and sort the problem out informally first before taking any further action. Your employer should arrange an initial meeting at a reasonable time and place to discuss your grievance. Both sides will need to agree to mediation. Your employer should have a written grievance procedure that tells you what to do and what happens at each stage of the process. In managing and resolving complaints/grievances the following principles will be appropriately applied, taking into account the nature of the complaint/grievance: 1. You don't have to raise a formal grievance before making a claim to an employment tribunal. If you're still not happy with your employer’s decision, you may want to think about other ways of sorting out your problems with your employer. Our grievance procedure policy explains how employees can voice their complaints in a constructive way. If an employee has a problem (‘grievance’) at work it’s usually a good idea for them to raise it informally first. Consider bringing in an external mediator not include any personal details, example... 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