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Written by Deputy Director of Workforce
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- Individual Grievances are dealt with separately from Collective Grievances. All matters of grievance must be raised within three months of the issue occurring.
- Grievances are concerns, problems or complaints that employees may wish to raise with their line manager.
- Employees and managers should aim to settle grievances informally. This approach has clear benefits, allowing problems to be settled quickly, where at all possible. All parties should discuss the issues, using Trust Values and Staff Pledge as a point of reference, with the aim of resolving the issue in partnership.
- The grievance procedure will help managers to deal with staff grievances fairly, consistently and speedily. Training will be provided to managers on dealing with grievances.
- All grievances and subsequent procedures will be treated confidentially by all involved.
- Workforce & OD professionals are available at all stages to advise on the application of this policy. Other professional advisors e.g. nursing, medical, therapy, health and safety may be involved at any stage of the formal procedure where necessary.
- Where appropriate interpreters will be involved to aid communication.
- An employee raising a grievance may be accompanied at any stage by an accredited representative of a recognised staff organisation or trade union, or a colleague currently employed by the Trust or another NHS organisation.
- No employee will be penalised in any way or suffer any detriment if they have raised a grievance in good faith.
- If it is found that a grievance was raised in a malicious or vexatious manner, disciplinary action may be considered.
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Last Updated ( Tuesday, 13 September 2011 08:40 )
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