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Grievance

Clare Louise Sabina

I have been working on a numbers of grievances raised by the same person. I now believe I have evidence that the grievances raised are false accuations. How would you manange this? Do you have a clause in your grievance procedure that states disciplinary action may be taken where false accusations are made? Do you have a clause that states repeat grievances may be dismissed?

Thanks

Parents

  • Hi Clare, I think whether you have a clause or not, raising vexatious claims is, if proven, likely to be a conduct issue - certainly if they are continually raised against the same person then it could be construed as either bullying or harassment. Additionally if a grievance has been heard, resolved and appealed, then I generally wouldn't reconsider it without a material change in circumstance. It would be helpful to have such a clause to point to as a clear indication that you will consider vexatious claims as a disciplinary issue, but there is a balance between someone wrongly feeling that they have been treated poorly - or that there is no evidence to support it - or someone who is raising them to be disruptive, and that's pretty much a judgement call. Grievances are the most unsatisfactory bit of HR work - people are rarely happier at the end of the process, and it can make tricky relationships terminal, but that's by the by. I might suggest that there is perhaps a deeper issue which is not being resolved and maybe its worth spending sometime trying to winkle that out of the claimant.

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  • Hi Clare, I think whether you have a clause or not, raising vexatious claims is, if proven, likely to be a conduct issue - certainly if they are continually raised against the same person then it could be construed as either bullying or harassment. Additionally if a grievance has been heard, resolved and appealed, then I generally wouldn't reconsider it without a material change in circumstance. It would be helpful to have such a clause to point to as a clear indication that you will consider vexatious claims as a disciplinary issue, but there is a balance between someone wrongly feeling that they have been treated poorly - or that there is no evidence to support it - or someone who is raising them to be disruptive, and that's pretty much a judgement call. Grievances are the most unsatisfactory bit of HR work - people are rarely happier at the end of the process, and it can make tricky relationships terminal, but that's by the by. I might suggest that there is perhaps a deeper issue which is not being resolved and maybe its worth spending sometime trying to winkle that out of the claimant.

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