Who attends a grievance meeting?

Who attends a grievance meeting?

By law, any employee or worker can bring a relevant person (‘companion’) to a grievance meeting, if it’s about a legal or contractual issue. This is known as ‘the right to be accompanied’. The person must choose their companion from one of the following: a colleague.

Who is involved in the grievance process?

the human relations department
Normally, the human relations department is involved in most steps of this process. The basic process is shown in Figure 11.4.

What is involved in a grievance meeting?

The aim of the meeting is to establish the facts and find a way to resolve the problem. Your employer will run the meeting. They’ll normally go through the grievance and give the worker the chance to comment. You can bring supporting documents if you want.

Who should chair a grievance meeting?

1. The senior manager leading the grievance meeting will introduce everyone present and explain that this is a formal meeting, the main purpose of which is to give you an opportunity to amplify your written grievance so that your employer may fully understand it.

Can I refuse to attend a grievance meeting?

Where an employee fails to attend a meeting under the grievance procedure, the employer should establish the reason for the employee’s non-attendance. A persistent failure to attend a grievance meeting for no good reason may entitle the employer to hold the meeting in the employee’s absence.

What happens if you win a grievance?

What happens if the grievance is successful? If your grievance outcome is upheld, you may feel able to carry on working (assuming that any additional remedy required is put into place by your employer).

What are the three types of grievances?

Three Types of Grievances

• Individual grievance. One person grieves that a management action has violated their rights under the collective agreement.
• Group grievance. A group grievance complains that management action has hurt a group of individuals in the same way.
• Policy or Union grievance.

What are the three basic steps of a grievance procedure?

Three Stages of Employee Grievances

1. Stage One: Self-Resolution. Once an employee has experienced a wrong doing their first step is often to try to resolve the issue on their own.
2. Stage Two: Company Intervention.
3. Stage Three: Legal Intervention.

How do you win grievances?

Five Steps To Winning Grievances

1. Listen carefully to the facts from the worker. Listening is a lot harder than most people realize.
2. Test for a grievance. You already know the five tests for a grievance.
3. Investigate thoroughly.
4. Write the grievance.
5. Present the grievance in a firm but polite manner.

Can I be sacked for raising a grievance?

A grievance procedure is one of the ways to resolve a problem at work. You shouldn’t be dismissed for raising a genuine grievance about one of your statutory employment rights (e.g. about discrimination or about querying whether you have got the right wages).

What are my rights if a grievance is raised against me?

You have the right to raise a grievance too Once the investigation is concluded you should ask to be told the outcome of your colleague’s grievance, insofar as it relates to you. If the grievance is not upheld remember that this may not be the end as your colleague will have the right to appeal.

What are common grievances?

Some examples of workplace grievances include issues relating to:

• Bullying and harassment.
• Discrimination.
• Workplace health and safety.
• Work environment.
• Relationships in the workplace.
• Organisational changes.
• Terms and conditions of employment.