7. Grievance Procedure

First Warning The elements described in the dispute resolution procedure (investigation, invitation, hearing, appeal) will be applied and used to draw the employee’s attention to their failure or shortcoming in their expected performance and review reasons to account for this performance. Advice will be given in writing on the improvement required, any support to be given and the period of time for achievement. The employee should also be made aware of the actions that will be taken if the required performance is not achieved.

The manager will review the employee’s performance on a continuing basis throughout the specified time period and will provide appropriate counselling or training as is deemed necessary.

Final Warning

If the employee has failed to reach the required standard at the end of the specified period, the same procedure will be used to again identify the failing and actions required. A final written warning will be issued that will state the specific reasons for the warning, the improvements expected of the employee and the time period allowed for this improvement. The manager will monitor the employee’s performance on a continuing basis providing appropriate counselling, training or advice.

Dismissal or other Actions

If, after having followed this procedure, the employee has still failed to reach or sustain the required standard of performance, disciplinary action will be taken. The range of actions available for consideration will include transferring the employee to a job within their level of ability, a reduction in wages, or their employment terminated. All actions are subject to the employee’s contractual terms of employment. The employee’s attention is to be drawn to both the Grievance and Appeals procedures. The employee can implement either or both of which, if they are dissatisfied with the actions being taken against them under the capability procedure.

7. GRIEVANCE PROCEDURE

Nobody can work efficiently and enthusiastically if they feel they have a workplace grievance or an employment problem on their mind. In such circumstances you may wish to try to resolve these issues by discussion with the Company’s management. If you believe that your problem may be readily addressed locally or is of a nature that would be better addressed informally, then this should be discussed in the first instance with your immediate supervisor so the matter may be cleared up as quickly as possible. If the grievance cannot be resolved informally, or your grievance is with your immediate supervisor, another manager, or relates to a wider or more serious Company issue you should use the Company’s formal grievance procedure. The formal grievance procedure is set out below:

Statement of Grievance

The employee should set out in writing the basis of the grievance, with sufficient supporting information to enable the issues to be understood. The statement of grievance should be sent to the relevant manager who you believe will be able to deal with the matter. Your grievance may be passed onto a more appropriate person who is better qualified to deal with the issues being raised.