Grievance Procedure

This procedure is designed to resolve individual grievances raised by staff in relation to their employment. It aims to provide means by which individual grievances can be settled as quickly and as close to the point of origin as possible.  The procedure applies to all staff of the University except 'holders of senior posts' as defined in the Articles of Government, ie the Vice-Chancellor, the Pro-Vice Chancellors, the Director of Human Resources and the Clerk to the Board This procedure aims to ensure good practice by applying the standards set out in the relevant sections of the ACAS Code of Practice on Disciplinary and Grievance Procedures. The principles of natural justice will be applied in conducting Grievance issues. If a member of staff has a grievance, he/she should first endeavour to resolve the matter informally by a direct approach to and discussion with the other member(s) of staff concerned. If the matter remains unresolved by informal procedures, the formal procedure ma At each stage of the procedure, Personnel staff are available to provide advice and guidance, but must be involved in formal stages of the procedure y be followed At each stage of the formal procedure, individuals have the right if they wish, to be accompanied by a fellow member of staff or by an appropriate representative of an independent trade union (recognised or non-recognised) as defined in the Employment Relations Act 1999. Individuals may not be accompanied by anyone acting as a legal representative at any stage of the procedure No member of staff will suffer detriment for raising a grievance in good faith, or for assisting a colleague to do so. All proceedings and associated documentation must be kept confidential as far as practicable The purpose of the grievance procedure is to reach a resolution on matters affecting employment, for example terms and conditions of employment, health and safety, new working practices, organisational change, equal opportunities and relationships at work. Depending on the nature of the grievance, it may be appropriate to take action through a different route: Allegations or concerns relating to some actual or likely danger, fraud or other illegal or unethical conduct connected with the University should be addressed in writing to the Director of Human Resources in accordance with the University’s Public Interest Disclosure Policy and Procedures In some circumstances it may be appropriate to submit a formal complaint. On receipt of a formal (written) complaint the manager concerned will investigate the complaint, and determine and implement an appropriate course of action. This course of action will be appropriate where the complainant does not wish to engage in hearings or has not identified a preferred resolution, but wishes to ensure that action is taken over a matter of concern. It will not normally be possible to keep the complaint, or the identity of the complainant confidential This Procedure does not apply to collective disputes for which a separate procedure applies It will often be easier, quicker and more effective to resolve complaints or grievances informally.  If a member of staff has a grievance, s/he should first endeavour to resolve the matter informally by a direct approach to and discussion with the other member(s) of staff concerned. A meeting should normally be convened within 5 working days. The member of staff should explain the nature of the grievance and both parties should seek a resolution. This is best achieved by means of an open and constructive discussion in which both parties are willing to understand the other’s point of view The informal procedure does not preclude the parties from agreeing to meet on a second or subsequent occasion, nor, where the parties are in agreement, from approaching a third party for advice or assistance in arriving at a resolution Any party may approach members of the Personnel Department for advice or guidance as appropriate If the matter remains unresolved the formal procedure may be followed visit our website for more info