Employee Support Pack
|
|
- Mary Hoover
- 6 years ago
- Views:
Transcription
1 Employee Support Pack DISPUTE RESOLUTION - GRIEVANCE Managing Workplace Relationships Effectively TEACHING & SUPPORT STAFF IN SCHOOLS Note: This document replaces the previous Grievance procedure and Dignity at Work Policy and Procedure.
2 Contents Dispute Resolution Flowchart 3 Information for Employees 4 Support Available 7 - Support Network - Trade Union Support - Employee Networks Investigations 8 Useful Contacts 8 2
3 Dispute Resolution Grievance SUPPORT is available, as required, for employee raising the dispute and employee who has a dispute made about them In many cases the issue will be resolved by this stage, however if it remains unresolved then MEDIATION Is actively encouraged to assist with resolving workplace disputes and can be effective at various stages of the dispute resolution procedure Step 1 Informal Step 2 Early Intervention Step 3 Further Investigation Step 4 Appeal Employee tries to resolve the issue directly. If employee does not feel confident in doing this, or an informal approach could make the issue worse, then they should speak to their line manager or Head Teacher. If issue not resolved, employee to raise dispute with the Head Teacher or Chair of Governors (normally within 15 working days of dispute or incident taking place). A Dispute Resolution Proforma is available to provide the details of the dispute. Due to seriousness of complaint and early intervention measures not resolving the issue an investigation is conducted further investigation initiated. On conclusion of the investigation verbal and written feedback will be provided to both parties. If the employee raising the dispute is dissatisfied with the outcome, they have the right to appeal. The appeal should go to the Chair of Governors. An appeal proforma is available to record the details of the appeal. 3
4 The Workplace Employees will be: Valued and treated fairly Consulted and kept informed Well trained and supported The council s aim is to create a working environment in which harassment and bullying are known to be unacceptable, where individuals can feel secure and trusted and where they treat each other with dignity and respect. The Dispute Resolution Grievance Procedure has been introduced to help ensure that workplace relationships are managed proactively and effectively and that should a dispute occur, early intervention takes place and those affected by the dispute work together to find a sensible solution. Workplace disputes may be about working relationships, recruitment or grading through to issues of harassment or bullying. By working with internal partners (for example trade union representatives, Support Officers, Mediators) disputes can be resolved quickly and informally making use of a range of approaches including discussion, mediation, coaching, team briefings and further training as well as more formal investigation. The aim of this Employee Support Pack is to let you know from the outset what you can expect and what is expected of you if a dispute is raised. Information for Employees The following information is for employees raising a dispute or who have a dispute raised against them. What Can You Expect? That the dispute will be taken seriously Total confidentiality will be respected throughout the process The process will be carried out with integrity and sensitivity at all times 4
5 Support If your School pays into the Corporate Human Resources Service you can, where necessary, seek the assistance of a Support Officer to provide support while the issue is being dealt with. If you are a trade union member you will also be able to access trade union support Employee Networks can also be a useful source of support Guidance on the support available and contact details are provided at the end of this document. Timescales The issue should be raised as early as possible The matter will be dealt with within reasonable timescales If there are any delays you will be notified of these and the reasons for delay Feedback You will receive regular feedback on progress of the issue Once the issue has been dealt with and the process is complete you will receive verbal and written feedback (unless agreed otherwise, for example in the case of mediation). Action and follow up Appropriate action will be taken if necessary which may involve: - follow up action within the School. - formal action - change of location for employees Due to confidentiality you will not normally be informed of the outcome of any subsequent action taken against other parties. However if formal action, for example disciplinary action is taken as a result, you may be asked to attend a disciplinary hearing as a witness. You will continue to receive any necessary support following the outcome of the process for a defined period, if required. 5
6 Appeal The employee raising the dispute will have a right to appeal What Is Expected Of You? Early Intervention Approach The employee raising the dispute should attempt to deal with the issue directly at an early stage and be clear about their preferred outcome If this does not resolve the dispute, or the employee does not feel confident to raise the issue informally, then the employee should raise the dispute with their line manager or Head Teacher (if the dispute is about action taken by your line manager or Head Teacher you should raise the dispute to the next level up eg. Head Teacher or Chair of Governors). If an informal approach is likely to make the issue worse then the employee should speak to their manager Employees will be willing to participate fully in any agreed process, for example mediation, round the table discussions, investigations or any other appropriate process Employees should consider Mediation as a positive way to resolve any dispute. Mediation can also be considered at later stages of the process. Confidentiality & Sensitivity You are required to maintain confidentiality throughout the process, respecting the rights of other people involved It will be agreed at the outset how you will stay in contact with your Support Network Officer and how often that contact will be made. That you are open and honest throughout the process. You will be sensitive regarding the impact of the process on other colleagues, for example you should not discuss the issue with other team members. Employees will have confidence in the process and accept that the process will be carried out with complete integrity by all those concerned. 6
7 Outcome The outcome determined may not necessarily be the outcome deemed the most appropriate by you. That you accept that appropriate action may include a change in workplace for one or more of the parties concerned to ensure a good working environment for all concerned and for the good of the School and continuity of service delivery. Both parties will have an opportunity to put their points forward regarding the issues raised without the need to submit counter disputes. Additional Information Where vexatious, malicious or misconceived disputes or appeals are raised then the Head Teacher or Chair of Governors reserve the right to dismiss such disputes or appeals. Disciplinary action will be considered for employees raising vexatious or malicious disputes or appeals. Nothing in this procedure or guidance shall prejudice the legal rights of the employee or employer. Support Available from the Authority Please note that the following support can only be accessed if the School is paying into the Corporate Human Resources Service. For employees raising a dispute or who have a dispute raised against them, additional support is available from the following groups: Support Network The Support Network is a group of employees, representative of the organisation, who have received full training in the Support Network role. They are not expected to give employment law advice to employees, other than general advice on the dispute resolution procedure. The Support Network Officer will offer support as an impartial person who the employee can talk to in the knowledge that their discussions will remain confidential. The Support Network Officer may also accompany the employee to meetings. 7
8 Employees making disputes and employees who have had a dispute made against them will each be offered a Support Network Officer. In certain circumstances consideration will be given as to whether this is appropriate, for instance when an attempt is being made to resolve an issue at a very early stage, a Support Network Officer may not be required. Care First Information on Care First can be found on the intranet or you can contact Employee Healthcare. Employee Healthcare Referrals to request 1-1 counselling can be arranged at Employee Healthcare. Employee Networks The Employee Networks have been refreshed and developed with four key objectives: To improve employee relations To support employee/management/leadership development To help inform service delivery Provide intelligence around community cohesion The Networks are: BME Black Minority Ethnic LGBT Lesbian Gay Bisexual Transexual Disabled Employees Young Employees Carers Representatives from the Employee Networks will be trained members of the Support Network. Your Human Resources Section can provide information on the options available to you. Trade Union/Professional Association Role The Trade Union/Professional Association representative is an official of a trade union/professional association whose role is to provide advice, support and representation for an employee who is a member of their union/professional association. This will include offering advice on the situation to their member, offering support to them and also accompanying them to meetings. The Trade Union/Professional Association role at meetings is to act as support for the employee, they should not answer questions on the employee s behalf, unless this is agreed at the outset of a meeting. Trade Union/Professional Association representatives may be copied into correspondence if their member requests it. 8
9 Investigations If the issue can not be resolved at the informal or early intervention stage, an investigation may be initiated. An Investigating officer(s) will be assigned, either from School or from within the authority or external investigators, depending on a number of factors including the nature of the case. Those carrying out investigations will be trained in the conduct of investigations and investigation standards and have an understanding of and sensitivity to a range of equality issues. Useful Contacts Corporate HR Support Network / Employee Networks Contact details for all the networks are available on the Intranet. Employee Healthcare / Trade Unions Teachers: NUT NASUWT ATL / Support Staff: UNISON / TGWU / GMB
STAFF GRIEVANCE POLICY
STAFF GRIEVANCE POLICY To ensure all staff, Directors and Academy Council Governors are aware of their responsibilities and outlines how the Trust complies with the School Staffing (England) Regulations
More informationGRIEVANCE POLICY. Approved by Version Issue Date Review Date Contact Person. SEG, Board 5.1 July 2016 July 2019 Director of HR
GRIEVANCE POLICY This policy is available on-line at: www.tynecoast.ac.uk We will consider any request for this policy to be made available in an alternative format or language. Please note that the College
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Document Control Information Reviewed by the Strategic Management Team: - Date of Next Review: Mar 2016 Approved by the Board of Management: 24 Mar 2014 The Board of Management
More informationAuthor: reviewed by Emily Fraser, Senior HR Advisor. Owner: Alyson Sargeant, Head of Recruitment and Resourcing
Human Resources Grievance and Disputes Policy Document Control Summary Status: Replacing H/BLU-gh-06 Version: V2.0 Date: January 2018 Author/Owner/Title: Author: reviewed by Emily Fraser, Senior HR Advisor
More informationSCHOOL GRIEVANCE POLICY EVENLODE PRIMARY SCHOOL
SCHOOL GRIEVANCE POLICY EVENLODE PRIMARY SCHOOL December 2014 Review January 2016 School Grievance Policy December 2014 Page 1 EVENLODE PRIMARY SCHOOLGRIEVANCE PROCEDURE 1. PURPOSE 1.1 To establish a procedure
More informationGrievance Procedure. [Company Name] Drafted by Solicitors
Grievance Procedure [Company Name] Drafted by Solicitors Contents Clause 1. Policy statement... 1 2. Who is covered by the procedure?... 1 3. Using this procedure... 1 4. Raising grievances informally...
More informationPROTECT INTERNAL USE GRIEVANCE POLICY
GRIEVANCE POLICY POLICY STATEMENT 1. PHSO aims to create a working environment in which all employees can freely raise concerns relating to their employment and seek a resolution promptly, fairly and informally
More informationIndividual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)
Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS
More informationGRIEVANCE POLICY & PROCEDURE
Directorate of Organisational Development & Workforce GRIEVANCE POLICY & PROCEDURE Reference: DCP084 Version: 2.2 This version issued: 27/03/15 Result of last review: Minor changes Date approved by owner
More informationGrievance Procedure. 1.0 Introduction. 2.0 General Principles
Grievance Procedure 1.0 Introduction 1.1 This procedure applies to all members of staff employed by Staffordshire University other than holders of senior posts as determined by the Board of Governors on
More informationGrievances Employee Guide
Grievances Employee Guide 1 Contents 1. Introduction 3 2. Support and assistance 3 3. When does the Grievance Policy apply? 4 3.1 Collective grievances 4 3.2 If you have left Nationwide 5 4. The grievance
More informationGRIEVANCE POLICY. Date of Review: January Next Review date: January Contents 1. INTRODUCTION 2. DEFINITION 3. SCOPE
Date of Review: January 2015 Approved by: Trust Board Next Review date: January 2018 GRIEVANCE POLICY Contents 1. INTRODUCTION 2. DEFINITION 3. SCOPE 4. RIGHT TO BE ACCOMPANIED 5. TIME LIMITS 6. RESPONSIBILITIES
More informationDATED GRIEVANCE PROCEDURE
DATED ------------ GRIEVANCE PROCEDURE CONTENTS CLAUSE 1. Policy statement... 1 2. Who is covered by the procedure?... 1 3. Using this procedure... 1 4. Raising grievances informally... 2 5. Formal written
More informationDignity at Work Procedure
Dignity at Work Procedure Human Resources 1 Purpose This procedure sets out a clear and transparent process to deal with complaints of harassment or bullying within the workplace. The University has developed
More informationGrievance Policy and Procedure for Academic Support Staff
Grievance Policy and Procedure for Academic Support Staff 1. Policy a) The aim of the School's Grievance Procedure is to provide a fair process for individual employees to obtain a speedy resolution to
More informationMountjoy School Staff Grievance and Complaints Policy & Procedure. March 2018
Mountjoy School Staff Grievance and Complaints Policy & Procedure March 2018 This is a DCC Policy Adopted by Resources Committee: Date: 25 th April 2018 Date of next review: April 2019 Signed: Name Mountjoy
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Policy: HR03 Version: 2 Ratified by: Executive Management Team Date ratified: 13/10/2010 Name of originator/author: Andrew Stewart Name of responsible Senior HR Advisor,
More informationGrievance Policy. Reviewer: GAPF Polices Subgroup. Review date: 9 February Uncontrolled When Printed. Version
Grievance Policy Co-ordinator: Reviewer: Approver: Lead of Review Group Date approved by GAPF: 9 February 2017 GAPF Polices Subgroup Review date: 9 February 2022 Grampian Area Partnership Forum (GAPF)
More informationGRIEVANCE POLICY T H I S P O L I C Y W A S S U M M E R A P P R O V E D : T H I S P O L I C Y W I L L B E R E V I E W E D : S U M M E R
GRIEVANCE POLICY T H I S P O L I C Y W A S S U M M E R 2 0 1 7 A P P R O V E D : T H I S P O L I C Y W I L L B E R E V I E W E D : S U M M E R 2 0 2 0 M E M B E R O F S T A F F W I T H R E S P O N S I
More informationGRIEVANCE POLICY. NHS Ayrshire and Arran Organisation & Human Resource Development Policy. Policy Reference HRP/013
NHS Ayrshire and Arran Organisation & Human Resource Development Policy GRIEVANCE POLICY Policy Reference HRP/013 Reviewers Name Group/Name(s) Date Policy Review Group Scott Semple July 2013 Lead Responsibility
More informationGRIEVANCE POLICY AND PROCEDURE
GRIEVANCE POLICY AND PROCEDURE Issue Number: 2.0 Issue Date: 23.11.2016 Review Date: 31.08.2016 (to be reviewed in spring 2017) CONTENTS 1. Introduction 2. Scope 3. Definition 4. Right to be accompanied
More informationSt Thomas More Catholic Primary School
St Thomas More Catholic Primary School Grievance Policy In the development of this policy consideration has been given to the impact on protected characteristics under the Equality Act and the work life
More informationGrievance Policy. Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation and Workforce
Document Control Sheet Grievance Policy Q Pulse Reference Number POL-WOD-HR-9 Version Number 03 Document Author Head of HR Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation
More informationStaff Grievance Policy V1.0
Staff Policy V1.0 Date Name Notes Drafted June 2014 S. France Adapted from DCC model Adopted June 172014 PPC Reviewed Reviewed Reviewed This policy will be reviewed every 3 years 1 Introduction 1.1 Effective
More information18. GRIEVANCE PROCEDURE
18. GRIEVANCE PROCEDURE Our policy is to encourage free communication between all employees to ensure that questions and problems arising during the course of employment can be aired and, where possible,
More informationSOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE
SOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE (1) This policy sets out the terms of agreement reached by those participating in the Council s Consultation and Negotiating Framework. and (2)
More informationPOLICY. Grievance Policy for Schools
POLICY for Schools Please think before printing this document. Where printing is necessary, please ensure that it is printed double sided and in greyscale. Contents 1 Introduction... 1 1.1 What is the
More informationGRIEVANCE PROCEDURE. Introduction
GRIEVANCE PROCEDURE Introduction 1.1 This procedure applies to all employees of the University. It aims to comply with the Arbitration, Conciliation and Advisory Service (ACAS) Code of Practice, introduced
More informationHuman Resources. Bullying and Harassment Policy and SOP. Document Control Summary. Replacing H/BLU/dr/01. Status: Version: V2.
Human Resources Bullying and Harassment Policy and SOP Document Control Summary Status: Replacing H/BLU/dr/01 Version: V2.0 Date: Author/Owner/Title: Author: Sarah Guy, HR Manager Owner: Alyson Sargeant,
More informationGRIEVANCE & DISPUTES POLICY
GRIEVANCE & DISPUTES POLICY Policy Author(s) HR Business Partner, Hayley Moorhouse Accountable Manager(s) Jan Snoddon, Chief Nurse Ratified by (Committee/Group) HR & OD Committee Date Ratified June 2015
More informationGRIEVANCE PROCEDURE. For Coast Academies
GRIEVANCE PROCEDURE For Coast Academies Approved 23 rd November 2015 1 Policy Statement Coast Academies encourages open communication between all employees. Our aim is to maintain constructive working
More informationComplaints and Grievance Procedure Staff
Complaints and Grievance Procedure Staff Agreed by Governors on; 20/03/2017 Signed by Chair of Governors: Sally Birkbeck Statutory policy YES Frequency of review period; 3 years Document History Date 22/03/11
More informationSchools Grievance Policy and Procedure
Schools Grievance Policy and Procedure Authority Guidelines on Staffing Procedures for Community, Voluntary Controlled, Community Special Schools and Early Years Centres (and those adopted by Governing
More informationGrievance and Workplace Conflict Policy
Grievance and Workplace Conflict Policy Date: December 2014 Document summary The aim of this policy is to identify what might give rise to a grievance, where to address things that are not grievances and
More informationSelf help guide Preparing a grievance procedure
Self help guide Preparing a grievance procedure The sample wording in this document is for guidance only. The wording must reflect your current contractual arrangements. Any errors or omissions cannot
More informationGRIEVANCE POLICY AND PROCEDURE
LEEDS BECKETT UNIVERSITY GRIEVANCE POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staffsite V0517 Policy and Procedure 1. Scope of the Procedure 1.1. Leeds Beckett University is committed to creating a positive
More informationGrievance Procedure HR, NEL CSU. Policy Screened Yes. All employees
1 SUMMARY 2 3 RESPONSIBLE PERSON: ACCOUNTABLE DIRECTOR: 4 APPLIES TO: All employees Jennie Williams, Executive Nurse and Director of Quality & Integrated Governance Jennie Williams, Executive Nurse and
More informationHuman Resources. Disciplinary procedures Teaching and support staff
Human Resources Disciplinary procedures Teaching and support staff Rev: September 2013 Contents Page 1. Introduction 3 2. Key policy principles 3 3. Support available during the disciplinary procedure
More informationGrievance Procedure School Based Staff
Grievance Procedure School Based Staff Date Created: September 2012 Review Date: September 2015 Agreed at RCT School staff joint consultative committee: 08 October 12 Responsible Officer: Ellen Williams
More informationGrievance Procedure Introduction and Principles
Grievance Procedure Introduction and Principles 1.1 This procedure is to help and encourage all employees to have the opportunity to proactively resolve an action, practice, or behaviour by another employee,
More informationRevised Disciplinary Policy. Revised May 2017
Revised Disciplinary Policy Revised May 2017 INDEX Section Pages 1. Policy Statement 2 2. Scope 2 3. Principles 3 4. Procedure 3 Informal Action 3 Formal Action: Stage 1 The Investigation 4 Formal Action:
More informationGrievance Procedure. for Support, Research, Teaching & Scholarship and Casual Staff
Grievance Procedure for Support, Research, Teaching & Scholarship and Casual Staff 1 Contents Grievance Procedure... 1 1) Aims of Procedure... 2 2) Scope... 2 3) Confidentiality... 3 4) Definition of terminology...
More informationGrievance Policy/Procedure
Grievance Policy/Procedure Approved by The Executive Date approved October 2015 Status Approved Policy owner Head of HR Impact assessed Version 4 Date of next review Yes June 2018-1- 1.0 Purpose of Policy
More informationHARRIS FEDERATION OF ACADEMIES GRIEVANCE PROCEDURE
HARRIS FEDERATION OF ACADEMIES GRIEVANCE PROCEDURE 1. Terms of Reference 1.1 For all employees employed by the Harris Federation in any of the Harris Academies and ex-employees of any of the Harris Academies
More informationGrievance Policy. Printed copies must not be considered the definitive version
Grievance Policy Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. Policy Group Workforce Directorate Author John Glendinning Version no. 2 Reviewer John Glendinning
More informationCamelsdale Primary School. Grievance Policy
Camelsdale Primary School Grievance Policy 1 Grievance Policy for All School Staff This policy is the West Sussex model Grievance Policy which we have adopted. 1. Aim of the Policy The aims of this policy
More informationNHS Lewisham CCG Grievance Policy & Procedure
NHS Lewisham CCG Grievance Policy & Procedure 1 CCG Policy Reference: This policy replaces or supersedes Policy Ref: Target Audience Brief Description (max 50 words) Action Required Governing Body members,
More informationFor issues involving bullying and/or harassment, reference should be made to the Dignity at Work and Study policy and procedures.
Grievance Procedure Grievance Principles Birkbeck is committed to fostering an environment where employees feel confident about raising issues and concerns in order to reach clear resolutions that support,
More informationGRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns
GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns Responsible Approved By Equality Assessed of Human Resources Area Partnership Forum We are working to ensure that no-one is treated in an unlawful
More informationAnti-Bullying & Harassment Policy
Connect Academy Trust Anti-Bullying & Harassment Policy September 2016 For Review and Approval by the Board of Connect Academy Trust, October 2016 Contents 1. Introduction 2. Definition of Harassment 3.
More informationHarassment and Bullying policy and procedure
Harassment and Bullying policy and procedure NAME OF POLICY: Harassment and Bullying Policy and Procedure STATUS: Statutory DATE ISSUED: September 2017 REVIEW DATE: September 2019 APPROVED BY: Board of
More informationGrievance and Disputes Policy and Procedure
Policy: G1 Grievance and Disputes Policy and Procedure Version: G1/04 Ratified by: Trust Management Team Date ratified: 8 th August 2012 Title of Author: Alan Wishart Title of responsible Director Director
More informationSTAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY
Hampton Wick Infant & Nursery School STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY This policy was adopted/updated: Dec 2009 This policy was reviewed: Jan 2014 This policy will be reviewed: Sep 2016 (or
More informationGrievance. Employee Policy HR Consult. 1. Policy Statement. 2. The Process
Grievance 1. Policy Statement Employee Policy HR Consult The purpose of the Grievance Policy and Procedure is to provide a route for resolving a problem, concern or complaint about work. The policy also
More informationCHELTENHAM & TEWKESBURY ALTERNATIVE PROVISION SCHOOL GRIEVANCE POLICY. Reviewed and updated: Feb 2018
CHELTENHAM & TEWKESBURY ALTERNATIVE PROVISION SCHOOL GRIEVANCE POLICY Reviewed and updated: Feb 2018 This model policy and guidance is part of the Schools Employment Handbook and can be found in the Employee
More informationGuidance to accompany the Grievance Policy
Guidance to accompany the Grievance Policy CONTENTS PAGE 1. Introduction 1 2. What is a grievance 1 3. Scope 2 4. Reasonable Adjustments 2 5. What can an employee expect? 2 6. The informal stage 3 7. Putting
More informationRobert Smyth Academy
Robert Smyth Academy Grievance Procedure for Employees 1. Purpose 2. Scope This procedure is designed to: a) assist the Principal and Governors with their responsibility to ensure consistent and fair treatment
More informationDEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF
Issue Date:- 8/9/09 Final DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF 1. Policy statement The College is committed to the elimination of discrimination on the grounds of
More information13 th February Validation Date: 18 th March /10/2014 Review dates may alter if any significant changes are made
Document Type: PROCEDURE Title: Grievance Procedure Seeking a Resolution Scope: Trust Wide Author/Originator and title: Eleanor Palmer-Rigby, HR Business Partner Replaces: Version 5.2 Grievance Procedure
More informationIntranet and internet / ward folder. Approved by: Executive Management Team 5 October 2017
Document name: Document type: Grievance and Collective Grievance Policy and Procedure Human Resources Procedure Staff group to whom it applies: All staff within the Trust Distribution: The whole of the
More informationGrievance Policy. Summary. The school adopts the Gloucestershire County Council Grievance Policy
Grievance Policy Summary The school adopts the Gloucestershire County Council Grievance Policy 1 Quick Glance Who does this policy apply to? What is a grievance? Is this the right procedure for me to use?
More informationGrievance Procedure. Staff Side Representatives Dates June 2014 Senior Human Resources Dates June Dates
Grievance Procedure The Trust strives to ensure equality of opportunity for all, both as a major employer and as a provider of health care. This procedural document has been equality impact assessed to
More informationGRIEVANCE PROCEDURE CONTENTS HUMAN RESOURCES SCHOOL MODEL POLICY & PROCEDURE 1.0 POLICY STATEMENT. 1.1 Eligibility 1.2 Exceptions 1.
HUMAN RESOURCES SCHOOL MODEL POLICY & PROCEDURE Schools HR Policies, Procedures and Guidance Appendix 3 GRIEVANCE PROCEDURE CONTENTS 1.0 POLICY STATEMENT 1.1 Eligibility 1.2 Exceptions 1.3 Responsibility
More informationWHOLE STAFF CAPABILITY PROCEDURE. Date Approved and MAT Board 24 January Date of Next Review MAT Board January 2021
WHOLE STAFF CAPABILITY PROCEDURE Date Approved and MAT Board 24 January 2018 Minuted Date of Next Review MAT Board January 2021 1 Contents 1. Introduction... 3 2. Scope and exclusions... 3 3. Purpose...
More informationUNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE
UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE The Association recognises that, from time to time, members of staff may have problems or concerns regarding their work or relationships
More informationKildare County Council. Grievance Policy and Procedure
Grievance Policy and Procedure Author: LGMA Creation Date: June 2016 Áras Chill Dara, Devoy Park, Naas, Co. Kildare Grievance Policy and Procedure June 2016 Page 1 Grievance Policy and Procedure 1. Grievance
More informationAnti-Bullying & Harassment Policy
Anti-Bullying & Harassment Policy Policy adopted - Autumn Term 2016 Next Review Autumn Term 2019 CHANGES September 2009: Policy Implemented June 2010: Styling revised October 2010: Amended in line with
More informationGrievance Procedures for Support Staff
Grievance Procedures for Support Staff 1. Scope The following procedures are available to help staff raise issues and concerns about their work, working environment, or working relationships. The aim is
More informationGrievance and Bullying and Harassment Policy and Procedure
Date of Review: March 2018 Approved by: Trust Board Next Review Date: Autumn 2020 Contents 1. INTRODUCTION 2. DEFINITION 3. SCOPE 4. RIGHT TO BE ACCOMPANIED 5. TIME LIMITS 6. RESPONSIBILITIES 7. SUPPORT
More informationUNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST DIGNITY AT WORK POLICY
UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST 1 Introduction DIGNITY AT WORK POLICY 1.1 For the vast majority of staff of the Morecambe Bay Hospitals NHS Trust, work is a challenging but rewarding experience.
More informationDirectorate of Human Resources and Organisational Development GRIEVANCE POLICY
Directorate of Human Resources and Organisational Development GRIEVANCE POLICY Reference: HRP018 Version: 2.0 This version issued: April 2008 Result of last review: Minor Changes Date approved: March 2008
More informationCAPABILITY POLICY AND PROCEDURE
CAPABILITY POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.03.14 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Principles 4. Confidentiality 5. Ill health 6. Grievances
More informationModel disciplinary procedure
Model disciplinary procedure (i) Purpose These rules and procedures are intended to ensure that all employees are treated fairly and are aware of the procedures that will be followed in the event that
More informationProcedure for. Handling Grievances
Procedure for Handling Grievances Procedure Reference Number: 2011.22 Approved: Name Date Author: Kate Mannion & Joanne HR Manager Jones Produced: 16 November 2011 Review due: 3 years from publication
More informationComplaints & Grievance for School Staff
Complaints & Grievance for School Staff Approved by Local Governing Body Chair of Local Governing Body signature: Date: Principal signature: Date: Policy Review Date (annually) May 2018 This policy has
More informationDisciplinary Policy & Procedure
Policies and Procedures Disciplinary Policy & Procedure Last updated July 2012 1 1. Introduction...3 2. Principles..3 3. Issues that may lead to disciplinary action..4 4. Informal Procedure..4 5. Investigations...5
More informationNHS Organisation. Grievance Policy
NHS Organisation Grievance Policy Approved by: Welsh Partnership Forum Issue date: 10 March 2016 Review date: March 2019 1 (10/03/16) C O N T E N T S 1. Introduction 2. Scope 3. Purpose 4. Rights to be
More informationPolicy on Bullying and Harassment
1 Introduction Policy on Bullying and Harassment 1.1 A commitment to tackling bullying and harassment 1.2 The London Ambulance Service has a duty of care to all staff. We are committed to providing a safe
More information...School. Dignity at Work Bullying and Harassment Policy. For all school based staff
....School Dignity at Work Bullying and Harassment Policy For all school based staff Adopted by the governing body on Signed Chair of Governors Summer term 2010 1 CONTENTS Title Section Dignity at work
More informationGrievance Policy. Approved by governors. Chair Of Governors
Grievance Policy Policy Document Control Sheet: Trust lead: Ian Hickman Key Staff lead for The Ferns Academy: Adele Young + Debra Murphy Portfolio Governor lead: Steve Dale Status: agreed and adopted Date
More informationUncontrolled when printed
Author: Responsible Lead Executive Director: Endorsing Body: Governance or Assurance Committee Grievance and Disputes policy Divisional HR Director Director of Human Resources Human Resources Forum Staff
More informationGRIEVANCE AND DISPUTE POLICY
GRIEVANCE AND DISPUTE POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Executive Committee Date of Approval 4 th October 2017 Date of Implementation 4 th October 2017 Next Review Date September
More informationWITH EFFECT FROM 1 JANUARY Many difficulties that arise can be resolved quickly and informally between managers and their staff.
THE GRIEVANCE PROCEDURE 1. INTRODUCTION WITH EFFECT FROM 1 JANUARY 2013 1.1. Many difficulties that arise can be resolved quickly and informally between managers and their staff. 1.2. Every effort should
More informationDignity at Work Bullying and Harassment Policy
Dignity at Work Bullying and Harassment Policy May 2017 Approved by Governing Body: May 2017 Next Review due: May 2020 Reviewed by Finance & Personnel Committee Page 1 of 12 1. Dignity At Work Policy Statement
More informationWORKPLACE MEDIATION. March 2013
WORKPLACE MEDIATION March 2013 V1 Jan2010; updated May 2011 STAF'446 - Workplace Mediation Policy March 2013-1 Contents 1. INTRODUCTION 3 2. POLICY AIMS 3 3. WHAT IS WORKPLACE MEDIATION? 3 4. GENERAL PRINCIPLES
More informationCapability Process Guidance
Capability Process Guidance Introduction These notes are intended purely as guidance notes. They should not be used instead of the capability procedure. The Need for a Capability Procedure The purpose
More informationDignity and Respect Procedure
Dignity and Respect Procedure Purpose This document outlines the University s approach to dignity and respect at work and sets out a procedure for addressing issues of bullying or harassment Scope This
More informationGrievance Policy and Procedure
Policy No: PP02 Version: 7.0 Name of Policy: Grievance Policy and Procedure Effective From: 08/01/2016 Date Ratified 07/12/2015 Ratified Human Resources Committee Review Date 01/12/2017 Sponsor Director
More informationModel Capability Procedure. for Teachers and Headteachers
Model Capability Procedure for Teachers and Headteachers DOCUMENT CONTROL Policy name Capability Procedure for Teachers and Headteachers Department Human Resources Reviewing Officers ERW HR Group on behalf
More informationBEFORE USING THIS POLICY ALWAYS ENSURE YOU ARE USING THE MOST UP TO DATE VERSION. Grievance Procedure 1 POLICY DRAFTED BY: HR, NEL CSU
Grievance Procedure 1 POLICY DRAFTED BY: HR, NEL CSU 2 ACCOUNTABLE DIRECTOR: Martin Machray, Director of Quality & Integrated Governance 3 APPLIES TO: All Employees 4 COMMITTEE & DATE APPROVED: NCL Joint
More informationMANAGING SICKNESS ABSENCE PROCEDURE
Author: CHD Date: September 2018 Review Date: September 2019 1 Purpose MANAGING SICKNESS ABSENCE PROCEDURE The purpose of this procedure is to assist with the management of employee sickness absence and
More informationGrievance and Bullying and Harassment policy for school based staff. Autumn 2016
Grievance and Bullying and Harassment policy for school based staff Autumn 2016 Summary This is the current version of the Grievance and Bullying and Harassment policy for school based staff written by
More informationGrievance Policy. Grievance. Policy and Procedure. Working Together. March Borders College 26/4/ Working Together.
Grievance Policy Grievance Working Together Policy and Procedure March 2017 Borders College 26/4/2017 1 Working Together Grievance Policy History of Changes Version Description of Change Authored by Date
More informationWORKING WELL TOGETHER POLICY
WORKING WELL TOGETHER POLICY Revised: December 2009 1 BUSINESS SERVICES ORGANISATION Working Well Together Policy 1.0 INTRODUCTION 1.1 The Business Services Organisation (BSO) recognises its staff are
More informationDignity at Work Policy
Dignity at Work Policy Person responsible for policy: HR Director Revised: October 2015 Review Date: October 2018 River Learning Trust Dignity at Work Introduction 1. This policy is based on the Oxfordshire
More informationModel policy for schools Dignity at Work
Model policy for schools Dignity at Work Introduction 1. 2. 3. 4. 5. This Oxfordshire model policy has been drawn up following consultation with head teacher groups and the recognised trade unions and
More informationGrievance Procedure. Chris Nash, Associate Director of Human Resources and Workforce Transformation
Grievance Procedure Worcestershire Health and Care NHS Trust Grievance Procedure Document Type Human Resources Policy Unique Identifier HR-HACW-10 Document Purpose Document Author Target Audience The Trust
More informationGrievance and Harassment Procedure (adopted from Medway Council)
WILL ADAMS CENTRE Grievance and Harassment Procedure (adopted from Medway Council) Medway s HR Schools team undertakes to check and review this model policy annually, and where necessary, update it to
More information