Employee Grievances
From time to time employees will have concerns, problems or complaints in relation to their employment. The University aims to encourage open and honest communication so that difficulties arising during employment can be discussed and resolved fairly; ideally this can be achieved through dialogue and good communication between colleagues and with managers.
Formal grievance procedure
Where this is not possible, or if the problems or concerns persist, the grievance procedure provides a clear and systematic formal process to help resolve grievances.
The Grievance Procedure applies to all staff including full and part-time employees, those on permanent, fixed term and temporary contracts of employment regardless of length of service. The same procedure applies to all members of staff irrespective of job family or contract classification, including all academic colleagues.
Setting out your concerns
It is recognised that when a formal grievance procedure is instigated, it can be time-consuming for the individual raising the grievance and to help address and respond to grievances as smoothly as possible, it is recommended that asubmission to set out a grievance should be clear and concise when setting out the issues to be considered by the University. Submissions should not exceed 4 single-sided typed pages (using font 12) in length, and 50 pages of supporting documentation.
The University considers these limits to be more than sufficient to adequately address any matters to be raised as part of a submission. They should not be treated as targets and are not meant to suggest that submissions should be anywhere close to those limits, but are instead intended to encourage appropriate focus to the issues to be addressed and to limit the risk of any unfocused or repetitive responses.
If individuals need assistance in articulating their concerns, the University recommends that they seek advice and guidance from a Trade Union Representatives or Staff Forum Employee Representative.
The University acknowledges that there may be exceptional circumstances where the issues to be considered by the University are particularly complex and the limits set out above are insufficient. In these circumstances, individuals should seek permission from the Director of HR to exceed these limits and an alternative limit will be provided.
It is not a requirement to adhere to these guidelines in order for grievance to be considered.