Common use of Standard Grievance Procedure Clause in Contracts

Standard Grievance Procedure. In the event that an employee wishes to make a complaint of unfair treatment, she/he should proceed as follows: The grievance must be set out in writing and the statement, or copy of it, should be given to the employee’s Line Manager, or in the event that the grievance relates to the Line Manager, to a Department Director. Arrangement will be made to hold a hearing within five working days, or in the case of a Musician, seven days, of receipt of a grievance. This hearing will be conducted by the Line Manager or, in circumstances where the Line Manager is the subject of the grievance, by a Department Director. The discussion of the hearing, along with any information obtained through prior investigations will be taken into consideration and the employee will be formally notified of the outcome within 10 working days, or in the case of a Musician, two weeks, of the hearing. If it is not possible to respond within this time-frame the employee will be given an explanation for the delay and informed of a date by which the response will be made. The employee may be represented or accompanied at this meeting by a work colleague or trade union representative. If the matter is not resolved to the employee’s satisfaction, she/he should appeal in writing to a Department Director or an authorised deputy. The employee will be entitled to have a meeting with the Department Director or authorised deputy to discuss the matter. The Department Director or authorised deputy will give her/his decision within 10 working days of the grievance being received. The Department Director’s decision is final. The employee has the right to be represented at this meeting by a work colleague or trade union representative.

Standard Grievance Procedure. In the event that an employee wishes to make a complaint of unfair treatment, she/he should proceed as follows: The grievance must be set out in writing and the statement, or copy of it, should be given to the employee’s Line Manager, or in the event that the grievance relates to the Line Manager, to a Department Director. Arrangement will be made to hold a hearing within five working days, or in the case of a Musician, seven days, of receipt of a grievance. This hearing will be conducted by the Line Manager or, in circumstances where the Line Manager is the subject of the grievance, by a Department Director. The discussion of the hearing, along with any information obtained through prior investigations will be taken into consideration and the employee will be formally notified of the outcome within 10 working days, or in the case of a Musician, two weeks, of the hearing. If it is not possible to respond within this time-time- frame the employee will be given an explanation for the delay and informed of a date by which the response will be made. The employee may be represented or accompanied at this meeting by a work colleague or trade union representative. If the matter is not resolved to the employee’s satisfaction, she/he should appeal in writing to a Department Director or an authorised deputy. The employee will be entitled to have a meeting with the Department Director or authorised deputy to discuss the matter. The Department Director or authorised deputy will give her/his decision within 10 working days of the grievance being received. The Department Director’s decision is final. The employee has the right to be represented at this meeting by a work colleague or trade union representative.