Staff Handbook
A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z
3. Top Key Policies/Documents: Grievance Procedure
In all organisations members of staff may, from time to time, have problems related to their work, working environment or working relationships. This policy outlines the UEL mechanism used to resolve grievances.
The HR team is available to offer advice to both sides in any grievance. It is important to note that often solutions involve some element of compromise.
Most issues are resolved successfully through informal discussion. We recommend that the first step is to talk with either your line manager or Dean of School/Director of Service and outline the issue that is causing concern.
If the matter is not resolved informally then it can be raised formally (in writing). There are four stages in the procedure. The first is to address your formal grievance to your line manager. If this is not practicable or you are not satisfied with your line manager’s response, then the grievance is directed to your Dean of School or Director of Service.
If your complaint is against your School or Service or has not been successfully resolved by them, you may submit a formal grievance to HR Services, which will convene a formal hearing with a Grievance Panel. If the matter is not resolved you have the right to appeal to the Governors’ Grievance Panel.
The procedure applies to all members of staff except those who are subject to a Disciplinary Procedure and must pursue their case through its appeals mechanism. If you wish to complain about harassment, please refer to our Personal Dignity Policy.
Former members of staff are entitled to use the Grievance Procedure in an abridged form.
Read full Grievance Procedure.
