HND员工申诉作业3.doc

1. Principles An attempt should be made to solve workplace problems and difficulties informally and without recourse to the formal grievance procedure Formal grievances should be raised in writing The employee has the right to be accompanied by a companion at a grievance meeting Written records will be kept of all grievance meeting, including employee’s case, employer’s response and the outcome of each meeting Management will ensure confidentiality of all meetings and associated documentation At the end of each stage, the employee is to be advised of the next stage Employees who raise grievances will not be victimized Stage1 The employee should raise the grievance with their immediate line manager, who should arrange a grievance meeting as soon as possible. The meeting to be hold within five working days of initial raising. The meeting should be carried out in a relatively informal manner. The staff member should be notified of the outcome of meeting within five working days. Stage 2 If the staff member is not satisfied with the response they received at Stage One, they can, within five working days of receiving t decision, raise the grievance in writing with the next most senior manager(who will usually be the original line manager’s line manager). This manager will arrange a meeting, to be held as soon as possible. The meeting will be conducted on a more formal basis than at Stage One and the manager conducting the meeting will hear evidence from the staff member (and any representative) and their line manager. A representative from the Human Resource Department will be in attendance to give advice on procedure and to take notes. The outcome of the meeting should be notified to the staff member, within five working days. Stage 3 If the staff member is not satisfied with the response they received at Stage Two, they can, within five working days of receiving the decision, raise the grievance in writing with the Managing Director. An appeal hearing will be held as s