Hr Grievance Form - Free Download
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Hr Grievance Form
Hr Grievance Form
Grievance Form
Initiating Action
HR14
1
Version 1: May 2008
Resolving your grievance
1The College has an HR Code of Practice on Grievance to enable its staff to raise and if possible resolve work issues.
The Code is available on the HR website or from the HR Department. The procedure is outlined and explained
briefly below.
No-blame option
There is a space on the form in which you can indicate whether you want the grievance to be handled using a “no-
blame” approach. Many people want their issues to be addressed but do not want to “make trouble” for other staff
who may be named in the grievance. For example, they may simply want a decision to be reconsidered or the
treatment they are complaining about to stop. They may not be seeking to have other staff disciplined. Adopting a no-
blame approach is often helpful since it opens the way for all the parties to focus on the resolution to the problem
rather than establishing and pursuing blame. For very serious matters, the College may be required to over-rule any
request you make to deal with the matter in a no-blame context. However, any person named in your grievance will
normally be told that you originally raised a no-blame grievance.
Stages of the Grievance Procedure
1. Informal Stage
2Most problems can be tackled informally a quiet word may be all that is required. You should therefore attempt
resolve any problems at work informally with your managers and any other people involved. (The appropriate person
to lodge your grievance with is discussed below.)
Even at the informal stage, you may find it helpful to complete this form, since it is designed to help you think about
the remedy you are seeking and capture the information that your manager will need to deal with your complaint.
2. Formal stage
3If you are not satisfied with any remedy offered at the informal stage, you may raise the matter as a formal grievance,
normally with your head of department, provided you do so within 10 working days of getting the decision at the
informal stage. If your head of department believes that the grievance could be resolved informally, they may refer it
back to the informal stage.
3. Appeal Stage
If you are still not satisfied with the remedy being offered, you can appeal against the decision or action taken at the
formal complaint stage. Your appeal will be heard by a panel of people with no previous involvement in the case. You
can lodge your appeal with the Director of Human Resources, within 10 working days of receiving the decision at the
formal stage.
Lodging your grievance with the right manager
Informal stages
4At the informal stage you should raise your grievance with a manager who is capable of providing the remedy that
you are seeking. Normally, this will be your line manager. In some cases, at the informal stage, your manager may be
the subject of your grievance. If so, you should raise the matter with your manager’s manager.
Cross-department grievances
5In some cases you may wish to raise an informal grievance about a member of staff in another department. In such
cases you would normally raise the matter with their line manager rather than your own, since they would be better
placed to remedy your grievance.
Formal stages
6If you are not satisfied with the remedy at the informal stage, you have the right to raise the matter with your head
of department or director of institute.
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