Author: Kalpana Murthy
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- Follow your organisation's grievance procedure and the "Acas code of practice on disciplinary and grievance procedures".
- Inform the employee of the right of appeal when notifying him or her of the grievance decision.
- Set out the time limit for the employee to submit an appeal and explain that the appeal should be in writing.
- Inform the employee in writing of the date, time and place of the appeal hearing, as well as his or her right to be accompanied by a colleague or trade union representative.
- Examine the specific grounds of appeal carefully to determine whether a review or a rehearing is appropriate.
- Ensure that the appeal is heard without unreasonable delay, and preferably by someone who is more senior than the person who conducted the original grievance hearing.
- Make reasonable adjustments for a disabled employee if required, for example by permitting an alternative or additional companion from outside the usual permitted categories.
- If an employee fails to attend the appeal hearing, investigate the reasons for non-attendance and rearrange the hearing where appropriate.
- Adjourn the hearing to investigate any new information or evidence that arises.
- Inform the employee in writing of the outcome of the appeal and whether or not there is a further right of appeal.
- Ensure that records of the grievance process are kept confidential.