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Grievance raised by employee against another

James

Hi, 

I understand when a grievance is raised informally against another employee, the next step should generally be to talk privately to the person complained about to try to resolve. However If the employee proceeds with submitting a formal grievance, can I check I understand the correct steps?

1.Carry out a full investigation into the grievance and obtain all relevant evidence. 

2. Invite the employee to the grievance meeting and remind them of their statutory rights to be accompanied.  Send the evidence to the employee in advance of the grievance meeting.

3. Hold the meeting, allowing the employee to explain details of grievance and take notes etc. 

4. Adjourn the grievance meeting to give proper consideration to all the evidence before making a decision.

With regards to the employee who is subject to the grievance being raised, what communication is / should be made during this process?    

I presume they would be made aware of the grievance being raised and provided with (appropriate) evidence.  Would they be involved in any capacity ( with mediation ) in the meeting) or only informed of the outcome post meeting?   

Apologies in advance for the basic question - very new to HR and trying to get my head around this!

Thanks

James

Parents
  • Really good point, Elizabeth. I think I usually sweep up such conversations as constituting the first step in an investigation, but you're right that it is probably better to consider them an informal hearing of the grievance as it gives an opportunity to ask important questions about evidence and impact and the resolution being looked for.
  • in reply to Robey
    Formal or informal, if the hearing doesn't come first when a grievance arises, you are not Acas-compliant, and you need a really good reason not to follow the Acas Code. We haven't been told of one in this case.

    I think people get muddled about the differences between handling grievances and disciplinary issues and that's when you get ornate processes like the one set out here. As well as being wrong, it seems to me more likely to result in people digging themselves into their positions.
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  • in reply to Robey
    Formal or informal, if the hearing doesn't come first when a grievance arises, you are not Acas-compliant, and you need a really good reason not to follow the Acas Code. We haven't been told of one in this case.

    I think people get muddled about the differences between handling grievances and disciplinary issues and that's when you get ornate processes like the one set out here. As well as being wrong, it seems to me more likely to result in people digging themselves into their positions.
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