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This procedure shall apply to all staff of the University who feel they have a grievance directly related to their employment. Individual employees will be treated fairly, reasonably and consistently in the handling of their grievance.
The existence of a formal procedure should not deter staff from trying to settle a problem by informal means, nor does it affect the right of an employee to request a personal interview with their Manager. Managers must be given the opportunity to respond to employees concerns before the formal grievance procedure is invoked.
General Principles
Employees have a right at each stage of the procedure to be accompanied or represented by a recognised Trade Union representative (this may be a full time official) or work colleague.
For the purpose of this procedure an Authorised Manager will be a Director of School/Head of Service and all such Managers responsible for dealing with grievances will receive appropriate training.
The grievance procedure should not be used to raise issues about either an employees statutory obligations such as Income Tax or an individuals grading. The latter should be raised directly with the Director of School/Head of Service or in the case of APT & C staff via the Personal Application for Regrading Procedure.
Employees are entitled to confirmation in writing of any decisions made. Where grievances are upheld appropriate measures should be taken by management to redress the cause of the grievance.
Time Limits
At each stage of the procedure time limits are specified in working days. If an employee fails to pursue the grievance within the time limit, the case shall be closed. If the grievance is not satisfactorily progressed by management within the time limits, it shall be taken to the next stage of the procedure.
Time limits can be varied by mutual agreement.
Note
The formal grievance procedure cannot be invoked without attempts first being made by the employee to raise issues informally with their immediate Supervisor/Manager.
STAGE 1
An employee with an individual grievance directly relating to their employment will raise the matter formally in writing with their Authorised Manager.
A meeting must take place within 3 working days and the manager will gather further information as appropriate. The manager's response will be confirmed in writing within 3 working days.
If the grievance is not resolved the employee should write to the Director of Personnel within 5 working days of receipt of the written confirmation arising from Stage 1, requesting the procedure progress to Stage 2. A meeting will then be arranged within 5 working days. This meeting will be chaired by the appropriate Directorate member, and attended by the employee, a representative from Personnel and any other staff directly involved with the grievance.
The decision reached at this meeting will be recorded and confirmed in writing with copies sent to all relevant parties within 5 working days.
Should the grievance remain unresolved following Stage 2, or if the grievance is against a member of the Directorate, Stage 3 will be invoked. The employee must submit details in writing of the unresolved issue/s to the Vice-Chancellor and Chief Executive within 5 days of completion of Stage 2. The Vice Chancellor and Chief Executive or the nominated Deputy will arrange a grievance hearing within 5 working days. The meeting will be attended by the employee, Director of Personnel a staff representative (if so desired) and any other persons directly concerned with the grievance.
Having considered the grievance, the Vice-Chancellor and Chief Executive will communicate the decision in writing to both parties within 5 days of the hearing.
The decision of the Vice-Chancellor and Chief Executive is final.
5. GRIEVANCE PROCEDURE
FORMAL PROCEDURE
STAGE 2
STAGE 3
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