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Grievance company policy

Grievance procedure company policy

Policy brief & purpose

Our grievance procedure policy explains how employees can voice their complaints in a constructive way. Supervisors and senior management should know everything that annoys employees or hinders their work, so they can resolve it as quickly as possible. Employees should be able to follow a fair grievance procedure to be heard and avoid conflicts.

Scope

This policy refers to everyone in the company regardless of position or status.

Policy elements

Grievance definition

We define grievance as any complaint, problem or concern of an employee regarding their workplace, job or coworker relationships.

Employees can file grievances for any of the following reasons:

  • Workplace harassment
  • Health and safety
  • Supervisor behavior

This list in not exhaustive. However, employees should try to resolve less important issues informally before they resort to a formal grievance.

Employees who file grievances can:

  • Reach out to their direct supervisor or HR department
  • File a grievance letter explaining the situation in detail
  • Refuse to attend formal meetings on their own
  • Appeal on any formal decision

Employees who face allegation have the right to:

  • Receive a copy of the allegations against them
  • Respond to the allegations
  • Appeal on any formal decision

The company is obliged to:

  • Have a formal grievance procedure in place
  • Communicate the procedure
  • Investigate all grievances promptly
  • Treat all employees who file grievances equally
  • Preserve confidentiality at any stage of the process
  • Resolve all grievances when possible
  • Respect its no-retaliation policy when employees file grievances with the company or external agencies (e.g. equal employment opportunity committee)

Procedures

Employees are encouraged to talk to each other to resolve their problems. When this isn’t possible, employees should know how to file a grievance:

  1. Communicate informally with their direct supervisor. The supervisor will try to resolve the problem. Your employer will respond within five working days. When employees want to complain about their supervisor, they should first try to discuss the matter and resolve it between them. In that case, they’re advised to request an informal meeting. Supervisors should try to resolve any grievance as quickly as possible. When they’re unable to do so, they should refer to the HR department and cooperate with all other procedures.
  2. If the grievance relates to a supervisor behavior that can bring disciplinary action (e.g. sexual harassment or violence), employees should refer directly to the HR department or the next level supervisor.
  3. Accommodate the procedure outlined below

The HR department (or any appropriate person in the absence of an HR department) should follow the procedure below:

  1. Ask employee to submit a grievance letter
  2. Talk with the employee to ensure the matter is understood completely
  3. Provide the employee who faces allegations with a copy of the grievance
  4. Organize mediation procedures (e.g. arranging a formal meeting) if seen as necessary
  5. Investigate the matter or ask the help of an investigator when needed
  6. Keep employees informed throughout the process
  7. Communicate the formal decision to all employees involved
  8. Take actions to ensure the formal decision is adhered to
  9. Deal with appeals by gathering more information and investigating further
  10. Keep accurate records

This procedure may vary according to the nature of a grievance.



Monday, July 06, 2020

2020 has seen unprecedented times that we, as a company, never thought we would find ourselves in. We would like to express our gratitude to our:

  • Amazing clients

Working in the public sector can be very challenging at times and we understand that for schools, it is difficult to appreciate the way that our business works. Thanks to the support of our schools and the Coronavirus Job Retention Scheme, we managed to waive over £300,000 of invoices to schools. This left us in a very difficult situation as we still have our HQ premises mortgage, bills to cover and suppliers that unfortunately have had to charge us regardless of the situation. We have lost approximately 10 schools for 2020-2021 due to COVID-19 and the budget cuts their schools have faced. We are very hopeful that these schools will return to us once they are open in September and have received funding support from the government.

  • Wonderful staff

Given one days notice that all schools in the UK would close, our staff had to frantically cancel over 90 PPA sessions daily, indefinitely. Throughout the peak of the crisis, we have had to work night and day to ensure the decisions we were making were going to have a minimal impact on our regular services once schools resumed. Our staff have taken the time to organise their work, to write new lesson plans for children and new schemes of work and we couldn’t be more grateful of their support. This truly shows their passion for the education sector and above all their love for children and learning!

  • Suppliers

To those suppliers who have been flexible with us during these unprecedented times, we thank you from the bottom of our hearts. Tsunami Computers Leicester, Lex AutoLease, WaterPlus and many more have allowed us to pause or reduce our monthly payments whilst we have received no income. This has made the difference between us surviving and not surviving the crisis. 

Going forwards, we will be rebuilding our business back up to where we were and support from schools in outsourcing their PPA to us to help us rebuild is greatly appreciated. We understand PPA time is a legal requirement for all teachers and the majority of the subjects that we cover are compulsory so if you are struggling to cover PPA time, would like to explore a new method of covering a compulsory subject such as MFL or ICT, please allow us to provide your school with a FREE trial and show you why you should choose us and support our small business.

We would like to send our well wishes to all small businesses both who have survived the crisis and who unfortunately have closed their doors. If you have managed to survive like us, please dig deep and find that energy to push forwards once more to rebuild your business rather than give up. The UK needs small businesses and even more so now with unemployment on the rise. It will be worth it, we promise!