The purpose of the Grievance Procedure is to support the College’s commitment to promoting and ensuring a working environment where individuals are treated with respect and courtesy.  The procedure is designed to resolve problems, for example concerns relating to harassment, bullying and victimisation or where a member of staff feels that they have been unfairly or unreasonably treated and to provide members of staff with a reasonable and prompt opportunity to obtain redress of any grievance. It is hoped that grievances can be resolved amicably thereby maintaining, and where necessary, restoring good relations within the College. All parties should co-operate constructively in resolving matters. To this end, members of staff are encouraged to only use the formal procedure where the matter has not been resolved through informal dialogue.

The College treats equality of opportunity seriously and has an equality framework to ensure equality of opportunity.  Implementation of the Grievance policy must be clear and transparent and not subject to any unfair discriminatory practices by line managers.

This guidance has been designed to act as a point of reference.  For further details please refer to the full policy which can be downloaded from this page's sidebar.

The process...

How do I investigate a grievance

What is the process for investigating a grievance?

  • An appropriate manager will be identified to investigate
  • The individual(s) who the grievance has been raised against will be provided with a copy of the grievance and given the opportunity to respond
  • The complainant will be provided with a copy of the response
  • The appropriate manager will aim to meet with the complainant within 10 working days of receipt of the grievance
  • The appropriate manager will meet with the individual(s) to hear their response, normally within ten working days of meeting with the complainant
  • Further investigation may be conducted (including meeting with any witnesses)
  • The decision will be confirmed in writing, normally within ten working days of the close of the investigation, and the following individuals will receive a copy of all paperwork:
    The individuals, respective representatives, relevant line manager(s)
  • The complainant will be given the opportunity to appeal the decision

What are the possible outcomes?

What are the possible outcomes of a formal grievance investigation?

  • The grievance is upheld and an informal resolution is recommended
  • The grievance is upheld and a disciplinary hearing is convened
  • The grievance is not upheld but with recommended actions
  • The grievance is not upheld and no further action is taken
  • The grievance is partially upheld and a combination of the actions above are recommended

What information is needed?

What information needs to be inculded in the outcome letter/report?

The letter/report will generally summarise:

  • the nature of the grievance;
  • the investigation that was conducted;
  • the decision;
  • the reason for the decision; and
  • any outcome for work or working practices as a result of the decision.

A copy of meeting records and any formal minutes taken, will also be enclosed. 

What support will I receive?

What support is available?

A member of HR will be appointed to assist you throughout the investigation
  • You will be provided with a note-taker for investigation meetings
  • Read the College's Grievance Policy [pdf] for full details on the process that will be followed