Sample Grievance Policy


1. Ideals of grievance

• Dissatisfaction is any state or feeling of discontent.

• Dissatisfaction orally made known by one employee to another is a complaint.

• A complaint becomes a grievance when brought to the notice of the management.

• A complaint is a discontent that has not assumed importance.

• A complaint becomes grievance when the employee feels that injustice has been committed.

2. Principles of grievance

• A formal record of a hearing will be given to the employee. In serious cases the hearing will be tape recorded and a copy given to the employee.

• The timescales set out may be extended with the agreement of the parties.

• Where more than one employee has lodged a complaint relating to the same, or substantially the same, issue, the complaints may be dealt with together in the interests of fair and consistent decision-making.

• In some circumstances it may be more appropriate for the complaint to be resolved through the collective agreement between the trade union.

• An employee has the right to be accompanied by his/her trade union representative or work colleague at every stage of the formal procedure.

• Any grievance must be made in writing.

• It is only possible to hear complaints that are within the power of qaa to remedy.

• In all cases, reference to the human resources department is recommended.

• All proceedings, whether informal or formal, should, so far as is practicable, remain confidential.

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