Employees may voice a grievance connected with their work to obtain a response from the Company. Employees will not be penalised for raising a grievance in good faith. However, the abusive use of this policy, such as for example, raising unfounded allegations with malicious intent, will be treated as a serious disciplinary matter. The Company is not strictly bound by the grievance process in all circumstances and reserves the right to accelerate, modify or otherwise determine the most appropriate grievance procedure at its absolute discretion.

Addressing Issued Informally

Employees are encouraged to try to resolve any concerns they have informallywith those directly involved in the first instance. Where an issue remains unresolved after informal discussions, the formal grievance procedure should be used. In addition there may be issues which can only be resolved through a more formal procedure.

Raising a Formal Grievance

To raise a grievance formally, employees must put it in writing and include as much detail as possible. In most situations, the grievance should be addressed to the employee’s manager. However, where the grievance is with the employee’s manager, the matter should be raised with a more senior manager.

Grievance Investigation

When a manager receives notification of a grievance, they will meet with the employee to discuss the grievance and they may conduct an investigation to gather or verify facts and/or history around the situation. Where an investigation does ensue it will be carried out thoroughly and as promptly as is reasonably possible.

Grievance Meeting

The manager will arrange a formal grievance meeting with the employee and also meet separately with other employees who are connected with the matters raised in the grievance.

If requested by the employee, The Company may permit a nominated support person to attend the meeting with the employee. The Company may refuse to allow a particular person to act as a support person if it believes the person selected is inappropriate, having regard to the matters which will be discussed at the meeting.

The nominated support person’s role is to act as an observer.

Formal Response

Following the grievance meeting(s), the manager will meet the employee and provide a response to the grievance.

Grievance Records

All documents relating to a grievance will be held in the employee’s personal file.