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It details how to write the grievance clearly in date order, include facts, witnesses, impacts, and the resolution requested, and how to submit and retain evidence. 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If the complaint is about the manager or the manager is not appropriate, raise it with their immediate manager.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How should you write a formal grievance?",{"text":113,"@type":109},"Write it clearly and succinctly in date order, focus on the most important issues, state that you are raising a formal grievance under the company procedure, explain what happened with dates and any witnesses, describe the impact and feelings, and conclude with the resolution you want. Print, sign, and date it.",{"name":115,"@type":106,"acceptedAnswer":116},"What rights and support do you have during the formal meeting and any investigation meeting?",{"text":117,"@type":109},"After submission you are entitled to a formal meeting, and you may be accompanied by a Trade Union Representative or a colleague. You might be asked to attend an investigation meeting before the hearing; you are not legally entitled to representation at that stage, so clarify whether it is an investigation meeting and prepare accordingly.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},276489,1790963427,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":20,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":73,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":9},1099514068035,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","Grievance Advice Sheet for Members  \nIf you have a problem or complaint that you would like to raise with management you should raise a grievance.  \nThis advice sheet is designed to help you understand the process and to give you tips on how to get the best out of it.  \nPlease read in conjunction with your employer’s grievance procedure.  \nFirst, try to resolve the matter informally with your manager. If your manager is not appropriate, because, for example, your complaint is about them, raise the matter with their immediate manager.  \nIf the matter can’t be resolved informally, or if informal resolution isnot appropriate due to the seriousness of your complaint, you will need to raise a formal grievance.  \nWriting your grievance  \n• Write your grievance out as clearly and succinctly as possible in date order. Would someone with no prior knowledge of the situation fully understand your grievance after reading it?  \n• Think carefully through your issues. Focus on the most important ones. If you include too many minor issues your grievance will be too long and your main point may get lost.  \n• State that you are raising a formal grievance under the company’s grievance procedure.  \n• Explain what happened – giving dates and any witnesses to each event.  \n• Explain why you are aggrieved about it: what was the impact and how did it make you feel?  \n• Conclude your grievance by stating what you want as a resolution. Your employer might not be able to give the resolution you want, but you won’t know unless you ask.  \n• Print your name on it and sign and date it.  \nKeep a copy of your grievance. Make a note of who you submitted it to and the date and time it was submitted. If sent by email request a “read receipt” so you know it has been received.  \nWhat Happens Next?  \nOnce the grievance is submitted you’re entitled to a formal meeting to discuss your complaint. You have the right to be accompanied at this meeting by a Trade Union Representative or a colleague.  \nYou might be asked to attend an investigation meeting prior to the formal hearing for more details to be gathered. You are not legally entitled to representation at this meeting. If asked to attend such a meeting get clarification that it is an investigation meeting and not the formal hearing. If it isan investigation still prepare as if it’s a formal hearing so you have all the information with you.  \nGrievance hearing  \nAfter receiving your grievance your employer should write to you acknowledging it and advising you of a date, time & venue for a formal meeting to be held to consider your grievance. They should also advise you who will hold the meeting. The meeting should be scheduled within your normal working hours (and not on your day off / during pre-planned annual leave) . The meeting should beheld in private where you can talk confidentially – a public space such as a staff room/ coffee lounge is not appropriate.  \nIf your TU rep is not available on the date given your employer has a statutory duty to rearrange it within 5 working days. Advise the person holding the meeting immediately if the date is not suitable.  \nIf you believe the person allocated to hold the meeting is inappropriate as the complaint involves them you should raise this immediately so that an alternative manager can be allocated.  \nDuring the hearing  \n• This is your opportunity to clearly lay out what your grievances are. You might feel upset. Whilst completely natural as you will be talking about yourself and what has aggrieved you, be prepared for it as you will need to be as clear as possible to get your point across.  \n• Be ready to expand on what you have written in your letter. Remember, the grievance hearing manager will want to make sure they have all the details in order to make a decision.  \n• Make a timeline of events so you have a clear picture of what happened and events you want to refer to.  \n• List all the points you want to make so that you can tick them off as each is covered. I","cbCaibwBv2y17sxw","https://ap.wps.com/l/cbCaibwBv2y17sxw","pdf",741454,"English","# Grievance Advice Sheet for Members\n## Writing Your Grievance\n## What Happens Next?\n## Grievance Hearing\n## During the Hearing\n## Who Will Represent You?\n## Outcome","[{\"question\":\"What should you do first when you have a problem or complaint?\",\"answer\":\"Try to resolve the matter informally with your manager. If the complaint is about the manager or the manager is not appropriate, raise it with their immediate manager.\"},{\"question\":\"How should you write a formal grievance?\",\"answer\":\"Write it clearly and succinctly in date order, focus on the most important issues, state that you are raising a formal grievance under the company procedure, explain what happened with dates and any witnesses, describe the impact and feelings, and conclude with the resolution you want. Print, sign, and date it.\"},{\"question\":\"What rights and support do you have during the formal meeting and any investigation meeting?\",\"answer\":\"After submission you are entitled to a formal meeting, and you may be accompanied by a Trade Union Representative or a colleague. You might be asked to attend an investigation meeting before the hearing; you are not legally entitled to representation at that stage, so clarify whether it is an investigation meeting and prepare accordingly.\"}]","Grievance Advice Sheet for Members | PDF",1789493520]