Grievance Ordinance Policy and Procedure

Grievance Ordinance Policy and Procedure

 

  1. The purposes of the Ordinance are:
  2. To establish a framework for handling grievances and to provide informal and formal ways for managing grievances.
  3. To ensure that grievances are addressed in a fair, sensitive, timely and consistent mode.

 

  1. Scope
  2. The Grievance Ordinance Policy and Procedure applies to all University employees.

 

  1. Principles
  2. To accept only those grievances that the university has the power to resolve.
  3. A grievance must be presented in writing,
  4. The proceedings of a grievance will be handled with sensitivity and strict confidentiality, particularly where they involve other members of staff.
  5. The University will manage the Grievance Ordinance in line with the principle that a grievance goes to the person invoking the grievance.
  6. No individual involved in a grievance should unreasonably delay the operation.
  7. A member of staff may, with good reason, object to the appointment of any individual involved in the hearing of their case.
  8. In cases involving issues of Academic Freedom, panel decisions will reflect the view of the majority.
  9. Consideration for the application of, and impact on, other relevant policies will be included in all deliberations e.g. Data protection, Health and Safety.

 

Procedure

  1. Where a member of staff raises a grievance in good faith, and the grievance is not maintained by a subsequent investigation, no action will be brought against them. All the same, if a line manager considers that a member of staff has raised or persists in raising malicious or vexatious grievances, the course manager may activate the Discipline Ordinance.

 

  1. The Grievance Ordinance will be operated in accordance with the principle of justice. Justice includes the notion of procedural fairness, which includes the following:

 

  1. The member of the staff in the case should be given enough notice about the proceedings, including any allegations made against them and access to relevant documentation in a timely fashion;
  2. Proceedings should be conducted so they are fair to all the parties;
  3. Each party to a proceeding is entitled to ask questions and challenge the view of other parties;
  4. A person who makes a decision should be unbiased and act in good faith;
  5. A person (or panel) making a decision should declare any personal interest they may sustain in the proceedings;

 

Role of HR

 

  1. The role of HR is to ensure that formal proceedings comply with employment law and the University’s policies and procedures. The primary role of HR is to support the part of the institution, not for a manager or a staff member.
  2. During formal proceedings, members of HR will act as independent, advisory guardians and regulators of the procedure. Members of HR will point out any matters in respect of employment law or the University’s policies and procedures during formal meetings.
  3. Members of HR are not permitted to take on the part of decision maker on single events. Any inquiries from members of HR must be inquired through the chair of a formal meeting.
  4. Once informed of a formal grievance, HR will issue the Grievance

 

 

 

Last modified: December 2016.