How to prepare for and conduct a grievance hearing
Author: Lavina Daryanani
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- Explore whether or not an informal resolution of the grievance is possible, and if not, implement the formal procedure.
- Comply with the terms of both your organisation's grievance procedure and the Acas code of practice on disciplinary and grievance procedures.
- Deal with issues promptly and do not unreasonably delay meetings, decisions or confirmation of those decisions.
- Appoint an appropriate manager to address the employee's grievance.
- Carry out a full investigation and obtain all relevant evidence. Send the evidence to the employee in advance of the grievance meeting.
- Consider whether or not any preparatory measures are required for the grievance meeting, and if they are, put these in place.
- Invite the employee to a grievance meeting. Remind the employee of their statutory right to be accompanied by a colleague or trade union representative.
- Hold the grievance meeting and allow the employee to explain the details of their grievance and how they would like it to be resolved.
- Adjourn the grievance meeting to give proper consideration to all the evidence before making a decision.
- Make a decision as to whether or not to uphold the grievance, and inform the employee in writing with details of the reasoning for the decision.
- Notify the employee of their right to appeal against the outcome of the grievance procedure.
- Retain appropriate records of the grievance raised and the procedure followed.