Have you had an unsatisfactory outcome to a grievance or disciplinary hearing?
   

What are grievances and grievance procedures?
 
Grievances are concerns, problems or complaints that you, as an employee, might raise with your employer and whenever possible, any such grievance should be settled informally with your line manager. 

However, as a model of good practice, your employer should also make available to you the guidelines on any formal procedures. 

Having such formal grievance procedures in place allows any issues, which can't be resolved informally, to be given reasonable consideration so as to ensure that they are dealt with fairly and consistently.


What is a formal grievance hearing?
 
A formal grievance hearing is a meeting that, in general, deals with any grievance raised by an employee which has not been resolved informally and if your employer does arrange a formal grievance hearing, then there are certain things that should be taken into consideration, for example:
 

  • will the grievance hearing be conducted in private?

  • who else could be considered important to the hearing, if, for example, your grievance is about your line manager?

  • have you been informed of any 'rights' to be accompanied at the hearing?

  • will the hearing be an 'open' discussion of the issue?

  • is there a facility to consider adjourning the meeting if further advice or evidence needs to be sought?

  • have you had explained to you your right of appeal if you are not happy with the eventual outcome?

Why do businesses need rules and disciplinary procedures?
 
In order to operate effectively, organisations need to set standards of performance and conduct which are reinforced by company rules. Issues around standards not being met are then normally addressed informally between manager and employee. In this way, the issues can be explored and, hopefully, an informal way forward agreed. However, if this fails or if the problem is too serious, a more formal approach may be adopted – an approach which should assist your employer in being fair and consistent.
 
Whilst disciplinary procedures should be seen as an aid to effective management and primarily used as a means of modifying people's behaviour in line with the organisation's aims, they should not be used as a mechanism for imposing sanctions. As with formal grievance procedures, you as an employee have a statutory right to the appropriate accompaniment at a formal disciplinary hearing. Should you be dissatisfied with the hearing outcome, as with the grievance procedure, you should be able to follow your employer's recognised appeal procedure.
 
Should you feel that you have been the victim of an unfair grievance or disciplinary process, call ALLIED EMPLOYMENT SOLUTIONS for sound impartial, confidential advice and guidance. Alternatively, complete our online enquiry form or give us a call on FREEPHONE 0800 567 7813 and one of our advisors will contact you.