Employee Grievances: Part 3 Conclusion, Appeal & Points to Note
This episode of the podcast is the third in a mini series focusing on Grievances and how to deal with them.
There will be one further episodes on this topic finishing with an episode on Frequently Asked Questions so if you have a question that you would like covered please email me email@example.com or leave a comment below.
In this episode I will cover:
- Things to consider in reaching your conclusion.
- How to approach the conclusion and support your findings and outcome.
- What to include in your conclusion.
- The appeal process.
- The importance of considering mediation as an option throughout the process.
- What to consider if the grievance is about a colleague or line manager.
- How to handle employee grievances raised in the disciplinary process.
- Why you need to be cautious with employees raising ‘tactical grievances’ at the same time as ‘without prejudice’ settlement negotiations.
- How to deal with employees who raise a grievance whilst absent from work due to work stress or for mental health reasons.
- Ensure that any conclusion you reach in an investigation process is supported by the evidence you have obtained.
- Where possible give a full explanation for your investigation findings.
- Do not delay in dealing with grievances raised at the same time as a settlement offer.
- Seek advice and expert support at the earliest opportunity if a dispute arises.
ACAS Code of Practice Here
ACAS Guidance Here
ACAS Guidance on conducting workplace investigations Here
As part of our HR Harbour annual subscription service for employers we provide guidance and support with grievances and produce a grievance procedure for our clients. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion – firstname.lastname@example.org or you can find full details here: HR Harbour
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The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
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