Grievance
Procedure
Date: April 2014
Onecall Hospitality Limited
Clawthorpe Hall Business Centre, Burton, Lancashire, LA6 1NU
015395 64654
info@onecallhospitality.com
GRIEVANCE PROCEDURE
If you have a grievance relating to any aspect of your employment you should follow the procedure set
out below.
1.
You should first raise the matter with your immediate supervisor. This will be done in
confidence giving full details to the supervisor to allow him or her to fully consider your
grievance
2.
If your supervisor fails to resolve the matter within five working days of you raising the matte
with him or her, you should refer the matter in writing to the manager/administrator
responsible for the area within which you work.
3.
Full details of your grievance together with all related correspondence will be filed in your
personnel file unless you request in writing this not to be done.
4.
If you so wish you may be accompanied and assisted at all stages of your grievance by a friend
or union representative who must also be an employee.
1
Procedure generally
If, during the course of employment, an employee has a grievance concerning any matter relating to
his/her employment the following procedure is available where informal discussion is considered
inappropriate by the employee or has failed to achieve a resolution of the grievance. All grievances
must be treated seriously and be resolved speedily and with flexibility of approach.
2
Stage 1 procedure
2.1
In the first instance, an employee with a grievance should report it to ………….. either verbally
or in writing.
2.2
The line manager must arrange a meeting with the employee to discuss the grievance at
the earliest practicable opportunity.
2.3
Promptly following the meeting having taken place the manager must produce a
written report confirming the substance of the grievance, the main points discussed and
any agreement reached including any agreed course of action.
2.4
A copy of this report must be given to the employee and a copy placed on the employee’s
personnel file.
2.5
If, as a result of the meeting further investigation is to be undertaken, the line manager
must report in writing expeditiously upon the conclusion of such further
investigation or action, and a copy of this report must be given to the employee and a
copy placed on the employee’s personnel file.
3
Stage 2 procedure
3.1
If the matter is not resolved at Stage 1 the employee may within five working days of
receiving the report of the outcome of Stage 1 or (where applicable) within five days
of
receiving the report consequent upon further investigation or action, report the grievance in
writing to …………………..
3.2
………… shall arrange a meeting with the employee to discuss the grievance at the
earliest practicable opportunity.
3.3
………... must produce a written report confirming the main points of the discussion
any agreement reached, including any agreed course of action.
3.4
A copy of this report must be given to the employee and a copy placed on the
personnel file.
3.5
If, as a result of the meeting, further investigation or action is to be undertaken …………
must report in writing expeditiously upon the conclusion of such further investigation or
action and a copy of this report must be given to the employee and a copy placed on the
employee’s personnel file.
4
Representation at meeting
and
employee’s
The employee with the grievance may be accompanied at all meetings by another staff member of
his/her choice or by a representative of a trade union of which the employee is a member.
5
Confidentiality
Throughout the course of the grievance procedure the matter must be kept confidential by both
parties.
6
Timescales
The timescales set out in this procedure are intended for guidance only. Where circumstances
dictate that the timescale may not be adhered to, for example due to the unavailability of a member
of staff, the timescale may be extended provided that the employer must always seek to resolve the
grievance as expeditiously as reasonably possible.
The information in this document is confidential. You can download content and print copies of the information, only for your own
personal use. All other rights are reserved. Unauthorized reproduction, modification, and or distribution are not permitted. No loss or
costs incurred arising from this document content will be accepted by Onecall Hospitality Limited. The advice given is for guidance only.
Copyright © 2014 Onecall Hospitality (01524) 64654 www.onecallhospitality.com
Document Ref: OCH_GP279