Trinity School Grievance Policy
Trinity School Grievance Policy
DOCUMENT REVIEW GOVERNOR APPROVAL DATE: 9 June 2017 COMMITTEE RESPONSIBLE: Resources NEXT REVIEW DATE: 1 June 2020 with review to be completed by 1 September 2020
Education for life in all its fullness
Grievance Policy and Procedure
Table of Contents Introduction .......................................................................................................................... 3 Aims ..................................................................................................................................... 3 Consultation.......................................................................................................................... 3 Procedures and practice ........................................................................................................ 3 Grievance Procedure ............................................................................................................. 4 Grievance Appeal Procedure .................................................................................................. 5 Review and Monitoring .......................................................................................................... 6
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Introduction Trinity School wishes to ensure that any Employee who feels dissatisfied with any matter relating to their work has an immediate means by which such a grievance can be aired and resolved. Good working relationships are extremely important in ensuring our school operates effectively.
Aims
To resolve issues quickly and fairly in the workplace. To ensure that Trinity School is a positive and enjoyable place to work.
Consultation All governors were provided with draft copies of the document for review and comment.
Procedures and practice This policy applies to all Employees of the School. The School’s Grievance Policy and Procedure does not form part of an Employee’s terms and conditions of employment with the School and is not intended to have contractual effect. It does however set out the School’s current practice, the requirements of current legislation and therefore, Employees are strongly advised to familiarise themselves with its content. It may be amended by the School from time to time and any changes will be notified to employees within one month of the date on which the change is intended to take effect. The School may also vary any parts of this procedure, including any time limits, as appropriate in any case. Any variations to this procedure will be discussed with the employee. The School encourages all Employees to settle complaints either informally or by informal mediation. Mediation is voluntary and will only take place with the agreement of both parties. Where mediation is agreed once the formal grievance procedure has been started, the formal procedure will be adjourned whilst the mediation takes place. In the event that no mutually acceptable solution is reached through mediation, the procedure will be reconvened at the point of adjournment. If long term sickness absence appears to have been triggered by the commencement of a grievance, the case will be dealt with in accordance with the school’s ill health
Education for life in all its fullness 3
capability. In some cases, it may be appropriate for the grievance procedure to continue during a period of sickness absence. Please note that an Employee should not make electronic recordings of any meetings or hearings conducted under the grievance procedure.
Grievance Procedure Where an Employee has a complaint or concern, he or she should follow the procedure below: a) The Employee should first raise the matter informally with his or her Line Manager or Head of Department as soon as possible with a view to reaching a prompt and amicable resolution. Where the complaint or concern is against the Employee’s Line Manager or Head of Department, it should be raised with a member of the Senior Leadership Team. Where the complaint is in relation to the Headmaster, the matter should be raised informally with the Chair of the Governing Board or another Governor who has been delegated responsibility. If the Employee’s complaint or concern cannot be settled informally, the Employee should raise it formally as a grievance with the Headmaster (or the Chair of the Governing Body in relation to grievances that are about the Headmaster) setting out the nature and basis for his or her grievance in writing. b) The Employee will then be invited to attend a grievance hearing with the Headmaster (or the manager to whom the Headmaster has delegated responsibility for dealing with the grievance) during which he or she will be given an opportunity to explain fully the grounds of and basis for his or her grievance. c) The Employee may be accompanied by an appropriate work colleague or a trade union official at any grievance hearing. It is the Employee’s responsibility to make these arrangements. Employees must in good time before the hearing tell the manager conducting the hearing who their chosen companion is. d) A work colleague is allowed reasonable time off from duties without loss of pay to support an employee at a formal hearing. Please be advised that no-one is obliged to act as a work colleague during a formal hearing if they do not wish to do so. A work colleague should ensure that they notify their line manager of their attendance at a grievance hearing in good time so any cover requirements can be made.
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e) If an Employee or their representative are unable to attend the date given for the grievance hearing, one further date will be offered which will normally be within 7 days of the original hearing date. f) If an Employee fails to attend the grievance hearing and does not give a good reason why they are unable to attend the grievance hearing, the hearing will go ahead in the Employee’s absence. After the grievance hearing the School will undertake an investigation of the Employee’s grievance and upon conclusion of the same will communicate the outcome of the Employee’s grievance in writing to the employee normally within 10 working or 14 consecutive days after the formal hearing but in any event without unreasonable delay.
Grievance Appeal Procedure a) If the Employee is dissatisfied with the outcome of the grievance at that stage, he or she may appeal in writing to the Clerk of the Governing Board within 5 working days of the date of the grievance outcome letter. Any appeal must set out the grounds for and basis of the appeal in writing. b) Within 10 working days of receipt of notification that the Employee wishes to appeal the decision, the School will give notice in writing for a grievance appeal hearing to meet in which the Employee will have an opportunity to explain his or her grounds of appeal in detail and put forward any relevant evidence. c) The Employee may be accompanied by an appropriate work colleague or a trade union official at any grievance appeal hearing. It is the Employee’s responsibility to make these arrangements. Employees must in good time before the hearing tell the manager conducting the hearing who their chosen companion is. d) A work colleague is allowed reasonable time off from duties without loss of pay to support an employee at a formal hearing. Please be advised that noone is obliged to act as a work colleague during a formal hearing if they do not wish to do so. A work colleague should ensure that they notify their line manager of their attendance at a grievance hearing in good time so any cover requirements can be made. e) If an Employee or their representative are unable to attend the date given for the grievance appeal hearing, one further date will be offered which will normally be within 7 days of the original hearing date.
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f) If an Employee fails to attend the grievance appeal hearing and does not give a good reason why they are unable to attend the grievance hearing, the hearing will go ahead in the Employee’s absence. g) A panel of three Governors will usually hear grievance appeals. h) No decisions will be made during the grievance appeal hearing itself. The School may need to carry out further investigations before reaching any decisions. i) The result of the grievance appeal will be communicated in writing without unreasonable delay. The appeal decision is the final stage of the School’s grievance appeal procedure
Review and Monitoring This policy will be reviewed by governors at least every three years.
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DOCUMENT REVIEW GOVERNOR APPROVAL DATE: 9 June 2017 COMMITTEE RESPONSIBLE: Resources NEXT REVIEW DATE: 1 June 2020 with review to be completed by 1 September 2020
Education for life in all its fullness
Grievance Policy and Procedure
Table of Contents Introduction .......................................................................................................................... 3 Aims ..................................................................................................................................... 3 Consultation.......................................................................................................................... 3 Procedures and practice ........................................................................................................ 3 Grievance Procedure ............................................................................................................. 4 Grievance Appeal Procedure .................................................................................................. 5 Review and Monitoring .......................................................................................................... 6
Education for life in all its fullness 2
Introduction Trinity School wishes to ensure that any Employee who feels dissatisfied with any matter relating to their work has an immediate means by which such a grievance can be aired and resolved. Good working relationships are extremely important in ensuring our school operates effectively.
Aims
To resolve issues quickly and fairly in the workplace. To ensure that Trinity School is a positive and enjoyable place to work.
Consultation All governors were provided with draft copies of the document for review and comment.
Procedures and practice This policy applies to all Employees of the School. The School’s Grievance Policy and Procedure does not form part of an Employee’s terms and conditions of employment with the School and is not intended to have contractual effect. It does however set out the School’s current practice, the requirements of current legislation and therefore, Employees are strongly advised to familiarise themselves with its content. It may be amended by the School from time to time and any changes will be notified to employees within one month of the date on which the change is intended to take effect. The School may also vary any parts of this procedure, including any time limits, as appropriate in any case. Any variations to this procedure will be discussed with the employee. The School encourages all Employees to settle complaints either informally or by informal mediation. Mediation is voluntary and will only take place with the agreement of both parties. Where mediation is agreed once the formal grievance procedure has been started, the formal procedure will be adjourned whilst the mediation takes place. In the event that no mutually acceptable solution is reached through mediation, the procedure will be reconvened at the point of adjournment. If long term sickness absence appears to have been triggered by the commencement of a grievance, the case will be dealt with in accordance with the school’s ill health
Education for life in all its fullness 3
capability. In some cases, it may be appropriate for the grievance procedure to continue during a period of sickness absence. Please note that an Employee should not make electronic recordings of any meetings or hearings conducted under the grievance procedure.
Grievance Procedure Where an Employee has a complaint or concern, he or she should follow the procedure below: a) The Employee should first raise the matter informally with his or her Line Manager or Head of Department as soon as possible with a view to reaching a prompt and amicable resolution. Where the complaint or concern is against the Employee’s Line Manager or Head of Department, it should be raised with a member of the Senior Leadership Team. Where the complaint is in relation to the Headmaster, the matter should be raised informally with the Chair of the Governing Board or another Governor who has been delegated responsibility. If the Employee’s complaint or concern cannot be settled informally, the Employee should raise it formally as a grievance with the Headmaster (or the Chair of the Governing Body in relation to grievances that are about the Headmaster) setting out the nature and basis for his or her grievance in writing. b) The Employee will then be invited to attend a grievance hearing with the Headmaster (or the manager to whom the Headmaster has delegated responsibility for dealing with the grievance) during which he or she will be given an opportunity to explain fully the grounds of and basis for his or her grievance. c) The Employee may be accompanied by an appropriate work colleague or a trade union official at any grievance hearing. It is the Employee’s responsibility to make these arrangements. Employees must in good time before the hearing tell the manager conducting the hearing who their chosen companion is. d) A work colleague is allowed reasonable time off from duties without loss of pay to support an employee at a formal hearing. Please be advised that no-one is obliged to act as a work colleague during a formal hearing if they do not wish to do so. A work colleague should ensure that they notify their line manager of their attendance at a grievance hearing in good time so any cover requirements can be made.
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e) If an Employee or their representative are unable to attend the date given for the grievance hearing, one further date will be offered which will normally be within 7 days of the original hearing date. f) If an Employee fails to attend the grievance hearing and does not give a good reason why they are unable to attend the grievance hearing, the hearing will go ahead in the Employee’s absence. After the grievance hearing the School will undertake an investigation of the Employee’s grievance and upon conclusion of the same will communicate the outcome of the Employee’s grievance in writing to the employee normally within 10 working or 14 consecutive days after the formal hearing but in any event without unreasonable delay.
Grievance Appeal Procedure a) If the Employee is dissatisfied with the outcome of the grievance at that stage, he or she may appeal in writing to the Clerk of the Governing Board within 5 working days of the date of the grievance outcome letter. Any appeal must set out the grounds for and basis of the appeal in writing. b) Within 10 working days of receipt of notification that the Employee wishes to appeal the decision, the School will give notice in writing for a grievance appeal hearing to meet in which the Employee will have an opportunity to explain his or her grounds of appeal in detail and put forward any relevant evidence. c) The Employee may be accompanied by an appropriate work colleague or a trade union official at any grievance appeal hearing. It is the Employee’s responsibility to make these arrangements. Employees must in good time before the hearing tell the manager conducting the hearing who their chosen companion is. d) A work colleague is allowed reasonable time off from duties without loss of pay to support an employee at a formal hearing. Please be advised that noone is obliged to act as a work colleague during a formal hearing if they do not wish to do so. A work colleague should ensure that they notify their line manager of their attendance at a grievance hearing in good time so any cover requirements can be made. e) If an Employee or their representative are unable to attend the date given for the grievance appeal hearing, one further date will be offered which will normally be within 7 days of the original hearing date.
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f) If an Employee fails to attend the grievance appeal hearing and does not give a good reason why they are unable to attend the grievance hearing, the hearing will go ahead in the Employee’s absence. g) A panel of three Governors will usually hear grievance appeals. h) No decisions will be made during the grievance appeal hearing itself. The School may need to carry out further investigations before reaching any decisions. i) The result of the grievance appeal will be communicated in writing without unreasonable delay. The appeal decision is the final stage of the School’s grievance appeal procedure
Review and Monitoring This policy will be reviewed by governors at least every three years.
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