Policy 8.3 Grievance Procedure*

8.3 Grievance Procedure*

Employees should aim to settle grievances informally through their line manager. A grievance is a concern, problem or complaint that an employee raises with their employers related to the workplace.

Issues that may cause grievances include:

· Terms and conditions of employment

· Health and Safety

· Work relations

· Bullying and harassment

· New working practices

· Working environment

· Organisational change

· Discrimination

The following procedure relates to personal grievances relating to employment. It is expected that if a number of staff in a single department have a common grievance or if a grievance affects staff in a number of departments it will be raised by an internal trade union official with the Chief Executive who will attempt jointly to resolve it. Such a meeting does not form part of the formal grievance procedure.

To submit a formal grievance please complete an Employee Grievance Form and email it to The People Team - unihr@leeds.ac.uk who will acknowledge receipt of your written grievance within 2 working days.

Consideration will be given to the possibility of redeployment as a means of resolving a grievance where such action is appropriate and feasible.

The aim of this procedure is that grievances should be resolved promptly and fairly and if possible informally and that they should so far as is feasible be settled or redressed within the relevant department.

An employee may be accompanied to a grievance meeting by a trade union representative or a colleague at any stage in the grievance procedure.

The member of staff with a grievance should raise the matter in the first instance with their line manager. This person will then conduct such enquiries or interviews as they judge necessary in an attempt to settle or redress the grievance.

If you feel that your grievance has not been satisfactorily resolved, you can appeal the outcome of the grievance.

An appeal is designed to remedy any defects in the grievance procedure rather than repeat the process. An appeal should be made in writing to the appeal manager stated in the grievance outcome letter. The member of staff will be given five days’ notice of the time and place of the Appeal Meeting. If the time or date is inconvenient then a further date will be agreed for up to five days later.

You must state the grounds or reason for your appeal. Grounds for an appeal are:

· Unfairness of judgement

· Severity of actions taken following the grievance

· New evidence coming to light

· Procedural irregularities

· Mitigating circumstances

· Bias of grievance hearing manager

An appeal should be made in writing to the appeal manager stated in the grievance outcome letter. You must state the grounds or reason for your appeal. You will be informed of the outcome of the appeal in writing and this outcome will then be final.