Grievance Procedure

Who is covered by this procedure? 

All [CHARITY NAME] staff

What is covered in this procedure?

This procedure covers what to do to settle disputes and grievances which may occur at work.

Purpose	
The procedure should be used to settle all disputes and grievances which a staff member wishes to raise concerning other staff, their own work, the organisation, or other matters relating to their employment.  The purpose is to settle any grievance fairly, simply and quickly.
[CHARITY NAME] follows the ACAS code of practice based on the code and the statutory requirements set out in the Employment Bill.
The Procedure

Unless there is a good reason for not doing so, a grievance matter should generally be raised within one month of the incident to which it refers.

All grievance proceedings and records will be held confidentially.

In the first instance and under normal circumstances staff should attempt to resolve their grievance directly with the member of staff concerned.

Failing this, a face-to-face meeting will be held with the line manager to try to resolve the problem informally. If the problem cannot be resolved in this way the following procedure should be followed.

In the event that the grievance is against their own line manager then the staff member should raise the matter with their senior manager.

Raising a grievance

A staff member should raise the matter formally and without unreasonable delay with their line manager.  This should be written and sent to the line manager and copied to [ROLE WITH PERSONNEL ACCOUNTABILITY]  .  It should set out the nature of the grievance.  
Upon receipt of the grievance a formal meeting will be organised by [ROLE WITH PERSONNEL ACCOUNTABILITY]   without unreasonable delay.  All those involved must take all reasonable steps to attend the meeting.

The staff member may be accompanied by a trade union representative, a fellow member of staff or a friend.

Grievance meeting

The staff member will be allowed to explain their grievance and how they think it should be resolved.  Consideration will be given to adjourning the meeting for any investigation that may be necessary.

Following the meeting the line manager will decide on what action, if any, to take. Decisions will be communicated to the staff member, in writing, without unreasonable delay and where appropriate will set out what action the staff member/manager intends to take to resolve the grievance. The staff member will be informed of their right of appeal if they are not content with the action taken.

Appeal

The staff member should inform [ROLE WITH PERSONNEL ACCOUNTABILITY]   of their grounds for appeal in writing, without unreasonable delay.

An appeal panel will be convened which will include the line manager (unless the grievance is against them) an independent member of the Leadership Team and [ROLE WITH PERSONNEL ACCOUNTABILITY .

The staff member may be accompanied by a trade union representative, a fellow member of staff or a friend.

Appeals will be heard without undue delay and at a time and place which will be notified to the staff member in advance.

An appeal will be dealt with impartially and wherever possible by a manager who has not previously been involved in the case.

The outcome of the appeal will be communicated to the staff member in writing within two working days.

Grievance against the Chief Executive 

In the case of a grievance against the Chief Executive, the staff member should raise the matter formally and without unreasonable delay with the Chair of the Board of Trustees.  This should be done in writing and should set out the nature of the grievance.  
The Chair will convene a meeting with the staff member within five working days (or as is reasonably practicable).  The staff member may be accompanied by a trade union representative, a fellow member of staff or a friend.   

The staff member will be allowed to explain their grievance and how they think it should be resolved.  Consideration will be given to adjourning the meeting for any investigation that may be necessary.

Following the meeting the Chair of Trustees will decide on what action, if any, to take. Decisions will be communicated to the staff member, in writing, without unreasonable delay and where appropriate will set out what action the Chair intends to take to resolve the grievance. The staff member will be informed of their right of appeal if they are not content with the action taken.

Appeal

If the grievance still remains unresolved, the staff member has the right to appeal.  The staff member may be accompanied by a trade union representative, a fellow member of staff or a friend.   The appeal will be heard by a trustee who has not previously been involved with the case.  The outcome of the appeal will be given in writing, without unreasonable delay.