If employees have a problem at work there are a number of different ways, both informal and formal, that could help sort things out.
Before taking action employees should try to work out what the problem is and make sure it isn't a simple mistake or misunderstanding.
The resolving issues at work policy and procedure is to encourage employees to resolve issues at work as close to the source of the problem as possible. It aims to encourage people to talk about their issues openly with the person/s concerned, where possible, in order to seek an early solution and a way forward. It contains advice, support and a framework to follow.
This policy and procedure should be used for resolution of all issues at work except grading and collective disputes. Grading issues will be resolved through a separate procedure via the Pay and Reward team.
Where the issue is clearly one of conduct, it will be managed through the disciplinary procedure.
The whistle blowing policy provides a channel for those occasions where the person reporting the matter feels that they cannot use the resolving issues at work procedure to resolve the problem.
Managers need to be aware, that issues raised under the whistle blowing procedure can often be linked to an issue of bullying or harassment in the workplace, and may therefore overlap or become part of this policy or link into the disciplinary policy. It is therefore important that there is clarity as to which policy framework an issue is proceeding within.
Collective Grievances are managed through the collective disputes procedure.
Right to representation - Employees have the right to be accompanied at any stage of the process by a work colleague or recognised Trade Union / Professional Association except in situations where independent facilitation takes place.
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