Grievance: The grievance appeal
The employee is not satisfied with the outcome of their grievance and confirms this in writing, stating specifically with what they disagree.
Arrange a grievance appeal meeting
• Check your handbook to ensure you fully understand the grievance appeal process.
• Another manager, preferably senior to the first manager, should arrange a meeting
• The employee has the right to be accompanied by a work colleague or a trade union representative
• Write to the employee and schedule the meeting within the timescale outlined in the handbook and allow time for the employee to arrange to be accompanied
• If it is not possible to work within the documented timescale, ensure the employee is made aware of the reasons why
• If possible, arrange for a note taker to be available. This will ensure that you can fully concentrate on the conduct and content of the meeting
• Review all evidence, notes and letters from the original grievance investigation and meeting(s).
Grievance appeal meeting
• Ensure there is a comfortable, open atmosphere
• Ensure there are no interruptions
• Allow the employee to air their concerns
• This is not an opportunity for a full re-hearing of the original grievance but should focus on specific area(s) with which the employee is dissatisfied
• Ask sufficient questions to ensure a full understanding of the matters at hand
• Take notes to ensure that an accurate record of the discussions is kept
• Summarise your understanding of the issues to ensure accuracy
• Ask the employee how they would ideally like the matter resolved
• Agree next steps so the employee is clear on what is going to happen
• Agree proposed timescales.
Role of the companion
The companion may:
• present the employee’s case;
• discuss matters with the employee during the meeting;
• sum up for the employee; and
• respond on the employee’s behalf to any views expressed.
The companion may not answer any questions on behalf of the employee.
Grievance appeal outcome
• Unless previously agreed otherwise, write to the employee explaining fully your findings and the reasons for these
• In most cases, there will be no further right of appeal and the employee must be made aware of this
• If, however, your procedure does allow for a further right of appeal, follow the above guidance again
• If it has been previously agreed to communicate the outcome at a meeting, schedule this with appropriate time for the employee to arrange for a companion to attend
• Take notes of the meeting
• Follow up with confirmation of the grievance appeal outcome in writing, detailing any actions that you intend to take and confirming no further right of appeal
• Place copies of all notes, evidence gathered and letters on the employee’s personnel file.