A grievance hearing is a meeting that deals with the grievance itself. During the hearing the employer has the responsibility to ensure that:
- The meeting is held in private without interruptions
- The subject of the grievance, does not preside over the hearing
- The employee raising the grievance is aware of their right to be accompanied, and allowed to exercise this right
- Open dialogue of the issues raised, providing the employee raising the issue the opportunity to suggest how they think it can be resolved
- They adjourn the meeting if needed, if doing so would positively facilitate the grievance process
- Carefully consider their position, based on the information presented throughout the entire grievance meeting, and not come to conclusions based on assumptions
- They provide the employee with the opportunity to appeal if they’re not happy with the outcome of the hearing.
Following the meeting the employer should decide on what action, if any, they intend to take.
The employer should communicate the outcome of the grievance hearing to the employee – without unreasonable delay. They should also inform the employee that they can appeal the decision made in the outcome.
If you feel that your grievance has not been dealt with to your satisfaction, you can appeal the outcome. You should let your employer know the reasons for the appeal without unreasonable delay and in writing. You also have the right to be accompanied at the appeal meeting. As with the grievance hearing itself, the outcome of the appeal should be provided to you, in writing and without delay.
Grievance Appeals should be handled in the same spirit as the Grievance Hearing itself.
Taking out a Grievance
It’s not uncommon to have concerns around your working conditions, or relationships with your colleagues. Sometimes it is necessary to formalise these concerns. Once you have let your employer know the nature of your grievance, your employer should try to resolve your grievance informally. However, where informal resolution is not possible, your employers should carry out an investigation to establish the material facts, and promptly arrange a formal meeting
Issues that may cause grievances include:
- terms and conditions of employment
- health and safety
- work relations
- bullying and harassment
- new working practices/organisational changes
Raising an issue at work
When there’s a problem at work, it should be tackled quickly. But which is best – the informal approach or using a formal channel for grievances?