Start informally Often the situation need not go any further if it is nipped in the bud. You should ask for a meeting with your immediate manager to explain your concerns. It may be helpful to suggest to your employer what you would like them to do to resolve the problem. If you don’t feel you can talk to your immediate manager, you could speak to someone else in the organisation in a position of authority.


Tip: These issues may well be highly emotionally charged from the moment the grievance is registered. Be prepared for this and remain professional at all times.


Where possible, you should always try and sort the problem out informally first before taking any further action.


Consider the consequences Remember that the longer the process goes


on, the more potential difficulties you will face in the aftermath. If you stay with the company, you will still be working with the people who were part of any investigation, hearing and appeal. Try not to encourage other people to take sides unless you plan on involving them in the process; keep your attitude professional at all times.


Next steps If you do decide to take out a formal


grievance, there is an ACAS Code of Practice which it is advisable to follow. (www.acas.org.uk) You don't have to follow this, but an employment tribunal may take account of whether or not it was reasonable for you to follow the Code when they decide how much compensation you should get, if any.


Tip: Be brief but specific – include details of dates, times, places, witnesses, comments, etc.


According to the steps set down in your company’s policy on raising grievances, the next step you might want to take is to put your


www.theappointment.co.uk


concerns into writing. It is not essential to take this step, but it is strongly advisable. Give details of your problem, date your letter


and keep a copy. If you have not done so already, you might find it helpful to tell your employer any suggestions you have for resolving the problem.


The meeting Your employer should arrange a meeting at a


reasonable time and place to discuss your grievance. You have a right to ask either a colleague from work or a trade union representative to accompany you to the meeting. Your employer should give you the opportunity to explain your grievance and any suggestions you may have for resolving it. After the meeting, your employer should write to you, telling you what they have decided to do.


The appeal


If you don't agree with your employer’s decision, you should write a letter of appeal to them saying that you are appealing against their decision, and explaining why you don't agree with it.


Tip: If you're still not happy with your employer’s decision, you may want to think about other ways of sorting out your problems. Depending on the circumstances, you may be able to go to mediation, try early conciliation or make a claim to an employment tribunal. There is a time limit in which to do this and it should really only be seen as a last resort.


Your employer should arrange a further meeting to discuss your appeal. Where possible, a different and more senior manager should deal with this appeal. Again, you have a right to ask either a colleague from work or a trade union representative to accompany you to the appeal meeting. After this meeting, the employer should write to you to tell you their final decision. You can find out more information about


grievances and appeals from the Citizens Advice Bureau.


Advice from the experts...


We asked employment expert Peter Burgess to give us some tips for dealing with grievances and appeals. This is what he had to say...


• Avoid a formal process if at all possible. It is much better to deal with any issues informally if you can.


• Don’t discuss it with anyone else in the organisation unless of course they are directly involved. If a manager has screwed up they don’t want to feel their error has been widely discussed.


• You not only need to be reasonable but you need to sound reasonable. Try to empathise with your employer and state that you understand their position. If you can, give them a face- saving way out.


• Be sure of your facts and don’t rely on hearsay.


• LISTEN. When you’re in the meeting it may get heated. Try to lower the temperature by listening. Even if your manager is bad at this, don’t talk over them. When they are speaking let them finish what they are saying. Minor disputes turn into full blown rows when people interrupt each other.


• Have a clear vision of what you want and tell your employer. It may just be an apology, but if you get want you want, be magnanimous in victory and thank your employer for dealing with your problem fairly.


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