10 Top Tips for Managing a Grievance

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16 Feb 2018

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Handling an employee grievance correctly can mean the difference between a successful resolution and it escalating to an employment tribunal.

You should have a clear grievance procedure in place, which must be easily accessible for all employees and be part of your employee handbook and their employment contract.

Managing a Grievance - The Stats

 

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<div style="clear:both"><a href="https://croner.co.uk/media/1877/Top-10-Grievance-Tips.pdf"><img src="https://croner.co.uk/media/1876/Top-10-Grievance-Tips.jpg" title="Managing a Grievance" alt=" Managing a Grievance" border="0"></a></div><div>Courtesy of: <a href="https://croner.co.uk/">Croner</a>.</div>

Top 10 Tips for Managing a Grievance

  1. The informal route: When the complaint is made ensure line managers speak to the employee and look for a solution.
  2. Ask the right questions: Start by exploring what outcome an employee wants. This focusses on working towards a solution.
  3. Moving to the formal route: If you can’t resolve the issue the employee must put it in writing to take it forward.
  4. Seek advice: You must comply with the ACAS code of practice on disciplinary and grievance procedures.
  5. Representing your company: The employee’s manager is the most appropriate person. If it’s about the manager then another manager or HR should take it.
  6. Establish the facts: Carry out a full investigation and collect all relevant evidence and speak with other employees.
  7. Grievance interviews: Invite the employee who raised the grievance to a meeting. They can be accompanied.
  8. Keep records: Every step must be in writing, including meetings invites and decisions made. Always minute every meeting.
  9. Communicate: The employee should be made aware of the process to be undertaken and must be informed of the outcome in writing.
  10. Prepare for an appeal: If a grievance is rejected or partially rejected the employee can appeal. It should be heard by another manager.

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