Grievance Resolution Policy and Procedure - Dorset Police · A500 Grievance resolution form ... 3.1...

Reference No. P14:2012

Implementation date 6 August 2014

Version Number 1.5

Linked documents

Reference No: Name.

A500 Grievance resolution form

P09:2000 Support for Staff Reporting Wrongdoing Policy and Procedure

P34:2004 Sexual Orientation Policy and Procedure

P20:2011 People, Confidence and Equality Strategy

P09:2002 Police Staff Disciplinary Policy

ACAS Code of Practice

Suitable for Publication Policy Section Yes Procedure Section Yes

Protective Marking Not Protectively Marked

PRINTED VERSIONS SHOULD NOT BE RELIED UPON. THE MOST UP TO DATE VERSION CAN BE FOUND ON THE FORCE INTRANET POLICIES SITE.

Grievance Resolution Policy and

Procedure

http://www.acas.org.uk/index.aspx?articleid=2174

Not Protectively Marked

Grievance Resolution Policy and Procedure P14:2012 v1.5 2

Table of Contents

1 Policy Section ....................................................................................................................... 3

1.1 Statement of Intent – Aim and Rationale ......................................................................... 3

1.2 Our Visions and Values ....................................................................................................... 4

1.3 People, Confidence and Equality ..................................................................................... 4

2 Standards .............................................................................................................................. 5

2.1 Legal Basis ...................................................................................................................... 5

2.2 People, Confidence and Equality Impact Assessment ..................................................... 5

2.3 Monitoring / Feedback ..................................................................................................... 5

3 Procedure Section ................................................................................................................ 6

3.1 Grievances ....................................................................................................................... 6

3.2 Representation ................................................................................................................ 6

3.3 Procedure for dealing with grievances ............................................................................. 7

3.4 Informal Resolution .......................................................................................................... 7

3.5 Anonymous Informal Reporting ....................................................................................... 8

3.6 Stage 1 – Registering a Grievance & Submission of a Grievance Form .......................... 8

3.7 Stage 2 – Grievance Review & Outcome ......................................................................... 9

3.8 Appeals .......................................................................................................................... 10

3.9 Victimisation ................................................................................................................... 11

3.10 Relationship to Disciplinary Policy ................................................................................. 12

3.11 Confidentiality ................................................................................................................ 12

4 Consultation and Authorisation ........................................................................................ 13

4.1 Consultation ................................................................................................................... 13

4.2 Authorisation of this version ........................................................................................... 13

5 Version Control ................................................................................................................... 13

5.1 Review ........................................................................................................................... 13

5.2 Version History .............................................................................................................. 13

5.3 Related Forms ............................................................................................................... 14

5.4 Document History .......................................................................................................... 14



1 Policy Section

1.1 Statement of Intent – Aim and Rationale

This policy is designed to maintain good employee relations by providing a means of dealing with grievances in the workplace effectively and expediently. The policy aims to address grievances that cannot be resolved informally at the appropriate level of management. The procedure provides the framework by which views can be expressed freely and without prejudice and to have those issues resolved in a fair and equitable manner. The policy is available to all police officers, police staff (including those employed by the Police and Crime Commissioner), members of the special constabulary and volunteers irrespective of their role or length of service. There may be occasions when the PCC therefore requires access to specialist HR resources/skills employed by the Chief Constable to support the agreed processes. Individuals may occasionally face difficulties with another employee for example in situations where they feel they are being bullied, harassed or unfairly treated, i.e. dignity at work situations. Alternatively they may be dissatisfied with a working practice, management decision or policy. Whereas previously Dorset Police had two distinct processes to deal with people or organisational issues incorporated under the previous Dignity at Work and Grievance Resolution Procedure (P14/2001), both types of grievance can be managed under the same procedure as detailed within this Policy.

Dorset Police is committed to continuing to provide equality of opportunity to all police officers, police staff, members of the special constabulary and volunteers. However, it is inevitable that as in all aspects of life there will be occasions when as individuals we may feel discomfort or disappointment about a situation. Individuals will need to consider whether they have a resolvable grievance or are simply disappointed or experiencing a level of discomfort about a situation. Fairness as a concept also has to be from a broad perspective and in making decisions which support the organisation’s aims and objectives; they will sometimes not coincide with each individual’s own preferences and ambitions. For example, a management decision to offer a development opportunity for one person over another. The judgement that one person is a better fit isn’t necessarily unfair. However, if this were to be based upon the gender, race or other factor which is clearly inappropriate, this would not be tolerated and would be considered as a disciplinary matter.

The Grievance Policy and Procedure will contribute to and support the delivery of the Force’s People, Confidence and Equality Strategy and also contributes to the delivery of the Force’s Equality Objectives. It is however acknowledged that despite this commitment, the conduct and behaviour of individuals cannot be controlled at all times and so instances of discrimination, especially harassment or bullying, may still occur. All members of the Force should be aware that a ‘zero-tolerance’ approach will be applied to instances of unlawful discrimination against a colleague and result in disciplinary action. This policy/procedure applies to all police staff employed by both the Chief Constable and Police and Crime Commissioner. Therefore, there may be occasions when the Police and Crime Commissioner requires access to specialist HR resources/skills employed by the Chief Constable to support the agreed processes.



1.2 Our Visions and Values

Dorset Police is committed to the principles of “One Team, One Vision” – A Safer Dorset for You” Our strategic priority is to achieve two clear objectives:

To Make Dorset Safer

To Make Dorset Feel Safer In doing this we will act in accordance with Our Values of:

Integrity

Professionalism

Fairness and

Respect

National Decision Model The National Decision Model (NDM) is the primary decision-making model used in Dorset Police. The NDM is inherently flexible and is applied to the development and review of all policy, procedure, strategy, project, plan or guidance. Understanding, using and measuring the NDM ensures that we are able to make ethical (see Code of Ethics), proportionate and defensible decisions in relation to policy, procedure, strategy, project, plan or guidance.

Code of Ethics The Code of Ethics underpins every policy, procedure, decision and action in policing today. The Code of Ethics is an everyday business consideration. This document has been developed with the Code of Ethics at the heart ensuring consideration of the 9 Policing principles and the 10 standards of professional behaviour. Monitoring is carried out through the Equality Impact Assessment process which has been designed to specifically include the Code of Ethics.

1.3 People, Confidence and Equality

This document seeks to achieve the priority to make Dorset feel safer by securing trust and confidence. Research identifies that this is achieved through delivering services which: 1. Address individual needs and expectations

2. Improve perceptions of order and community cohesion

3. Focus on Community Priorities

4. Demonstrate Professionalism

5. Express Force values

6. Instil confidence in staff

This document also recognises that some people will be part of many communities defined by different characteristics. It is probable that all people share common needs and expectations whilst at the same time everyone is different.

Comprehensive consultation and surveying has identified a common need and expectation for communities in Dorset to be:-



- Listened to

- Kept informed

- Protected, and

- Supported

2 Standards

2.1 Legal Basis

This policy was drafted in accordance with United Kingdom anti-discrimination legislation, in particular the Equality Act 2010 and its Public Sector Equality Duty, European Directives relating to dignity at work and the relevant ACAS Code of Practice.

2.2 People, Confidence and Equality Impact Assessment

During the creation of this document, this business area is subject to an assessment process entitled “People, Confidence and Equality Impact Assessment (EIA)”. Its aim is to establish the impact of the business area on all people and to also ensure that it complies with the requirements imposed by a range of legislation.

2.3 Monitoring / Feedback

The Policy will be monitored to ensure that it remains consistent with employment legislation relating to dispute resolution and ACAS Codes of Practice on grievance handling. The Human Resources Specialist (Employee Relations) will be responsible for maintaining this compliance as part of their ongoing environmental scanning activity and as part of the normal annual policy review cycle. Anonymous information relating to the number of grievances submitted and providing demographic statistics is included within the Employee Relations Quarterly Performance pack. This statistical information is then reviewed and discussed at the Force’s Employee Relations and Diversity Group Meeting as a standing agenda item. Data is also presented on a quarterly basis to the People, Confidence and Equality Board which is chaired jointly by the Deputy Chief Constable and Police and Crime Commissioner. Those invoking the Grievance Resolution procedure will be invited to participate in evaluation to assess its ease of use, overall effectiveness and to identify any potential areas for improvement. Any feedback received will then be considered and if appropriate, incorporated at the annual review of the Policy. Feedback relating to this policy can be made in writing or by e-mail to: HR Specialist (Employee Relations) Address: Human Resources (Personnel Services), Force Headquarters, Winfrith, DT2 8DZ E-mail: [email protected] Telephone: 01305-223875/700-3875

mailto:[email protected]



3 Procedure Section

3.1 Grievances

3.1.1 The Advisory, Conciliation and Arbitration Service (ACAS) define grievances as

“concerns, problems or complaints that employees raise in the workplace”. 3.1.2 The fundamental aim of the Grievance Procedure is to achieve resolution without any

unreasonable delay and at the most appropriate level of management rather than to apportion guilt or blame.

3.1.3 All police officers, police staff, members of the special constabulary and volunteers

have the right to be treated with dignity and respect at work. This procedure provides a mechanism by which concerns can be raised regarding unacceptable behaviour that might be construed as bullying, harassment, victimisation or discrimination or to deal with other inter-employee disputes.

3.1.4 The procedure also provides a means of resolving a workplace problem in situations

where an employee feels they have been treated unfairly or inconsistently and for the organisation to learn from that experience. All members of the Force have the responsibility to ensure that they do not behave in a way that could be regarded as bullying, harassment, victimisation or discrimination by others. Managers and supervisors have the responsibility to proactively challenge any such unacceptable behaviour, wrong doing or under-performance.

3.1.5 The grievance procedure is not intended to be a substitute for effective day-to-day

management and the maintenance of normal healthy dialogue between individuals. 3.1.6 The Force has an expectation that any third party organisations or individuals with

whom we interact adhere to the principles and values contained within this Policy. 3.1.7 The grievance procedure cannot be used for any Dorset Police policy that already has

a two-stage process including appeal, for example general matters of pay or police staff grading, or to appeal against the result of promotion boards.

3.1.8 A grievance against the Chief Constable personally will be dealt with by the Office of

the Police and Crime Commissioner (OPCC).

3.2 Representation

3.2.1 At each stage of the procedure, the aggrieved individual has the legal right to be

accompanied by a representative from the staff associations, UNISON or a workplace colleague. In all cases a colleague must be a member of Dorset Police.

3.2.2 It is acknowledged that some individuals may require assistance from a supporter or

carer to participate in the procedure as a “reasonable adjustment”, e.g. a translator, assistance with sign-language, etc who may not be a member of the Force. This type of representation must be agreed by HR and arranged in advance of any meetings actually taking place.



3.3 Procedure for dealing with grievances

3.3.1 The same grievance procedure will be used for dealing with complaints against the

organisation or colleagues. In many cases however, issues can be resolved informally and quickly without the need to formally invoke the procedure.

3.3.2 A formal grievance cannot be progressed unless it can be evidenced that informal

resolution proved unsuccessful or, in exceptional circumstances, why informal resolution cannot be considered.

3.3.3 It is recognised that raising concerns or issues can be difficult and assistance or

advice about informally resolving a grievance can be sought from the Police Federation, UNISON or the Welfare & Counselling Unit for example. Mediation is also available in situations where third party intervention may assist in identifying a solution to a problem.

3.3.4 In certain circumstances when an individual wishes to pursue a complaint through the

Grievance procedure, the circumstances of the case may prove so serious that another Policy may have to be utilised instead such as a Disciplinary Policy.

3.4 Informal Resolution

3.4.1 In complaints against an individual, it is sometimes the case that individuals are

unaware that their behaviour is causing any concerns or is unwelcome. In such cases an informal discussion should lead to better understanding and a cessation of the behaviour in question. It is acknowledged that in certain exceptional circumstances, informal resolution may not be appropriate or possible.

3.4.2 Individuals who are the subject of a grievance should be advised of the nature of the

issue and involved in the informal resolution process as soon as possible. In certain circumstances, when respecting the anonymity of witnesses for example, it may however be deemed inappropriate to notify the individual of the grievance against them.

3.4.3 Whilst respecting an individual’s wish to maintain their anonymity and for matters to be

resolved informally, in certain circumstances the seriousness of any issue may require the Force to take more formal action.

3.4.4 Members of the Force are encouraged to informally raise their concerns at the earliest

opportunity. Provisions exist for individuals to discuss the matter informally and confidentially with an appropriate person including:

Line managers/Supervisors

Human Resources Business Support Team (HR BST)

HR Specialist (Employee Relations)

Strategic People, Confidence & Equality Manager

Welfare and Counselling Unit

Diversity Support Groups (e.g. Disability, DAWN, MEPA, Faith, Sexual Orientation, etc)

Police Federation



UNISON

Superintendent’s Association 3.4.5 These informal advisors will provide an individual with the appropriate advice or

guidance to enable the person themselves to determine the most appropriate course of action in their particular individual circumstances. Such contact is entirely confidential with no report made to the organisation without the individual’s consent. The emphasis will always be on informal resolution perhaps with the assistance of mediation if appropriate

3.4.6 All members of the Force are reminded that they can also contact the Employee

Assistance Programme (EAP) free and lines are open 24 hours a day and seven days a week, Confidential Care can be contacted on telephone number 0800 838 263.

3.5 Anonymous Informal Reporting

3.5.1 There may be situations where an individual wishes to make the Force aware of

bullying, harassment, victimisation or discrimination but does not wish to identify themselves. To facilitate this, an Anonymous Bullying Report e-form can be completed and submitted to the HR Specialist (Employee Relations). See link Confidential Bullying Report e-form.

3.5.2 Depending on the nature of the issue reported anonymously either an investigation will

be conducted if appropriate or the information will be recorded for monitoring purposes.

3.5.3 The Professional Standards Department (PSD) also provide a mechanism for

anonymously reporting any concerns regarding integrity related issues via their Confide in Us Confidential reporting system.

3.5.4 Details of the support that should be provided to individuals reporting wrongdoing can

be found in the Support for Persons Reporting Wrongdoing Policy & Procedure (P09:2000).

3.6 Stage 1 – Registering a Grievance & Submission of a Grievance Form

3.6.1 For those cases where informal resolution proves to be unsuccessful or in those

circumstances where informal resolution is inappropriate for some reason, a grievance should be registered using Grievance resolution form.

3.6.2 The form needs to be completed with care and attention as under normal

circumstances, no supplementary information can be added once the form has been submitted for review.

3.6.3 The content should be concise enough to explain the key issues involved and confirm

what outcome is being sought by formally registering the grievance. It is recommended that advice is sought from one of the sources suggested at 3.4.4 before completing the form.

http://eformsvr02/officeforms/Bullying%20Report.ofml

http://eformsvr02/officeforms/Bullying%20Report.ofml

http://sharepoint01/C6/C4/ConfidentialConcernsReporting/default.aspx

http://sharepointhq01/C7/C5/Policy%20and%20Procedure%20Library/Policy%20and%20Procedure%20Docs/Support%20for%20Persons%20Reporting%20Wrongdoing.doc

http://sharepoint01/Human%20Resources/HR%20Forms%20%20Templates%20Library/Grievance%20resolution%20form%20version%20A500.doc



3.6.4 The form also requires an explanation of what steps have been taken to informally resolve the grievance or by exception, why informal resolution is not appropriate for the issue raised. If the reviewing manager decides that insufficient steps have been taken to resolve the issue informally, the form will be returned to the individual with suitable advice as to the steps that should be followed to ensure that all the options of informal resolution have been adequately explored.

3.6.5 If the space provided in the form is insufficient then additional evidence with clear

cross-referencing is acceptable to outline the circumstances that have led to the grievance. Other evidence e.g. emails or printed +SM messages may also be appended to this form. No further evidence will normally be accepted once the completed form has been submitted for review.

3.6.6 Once completed, the grievance form and any supporting material should be submitted

to the relevant HR Business Support Team (HR BST) who will then record the grievance for monitoring purposes and allocate the grievance to the most appropriate Review Manager to be investigated. The Review Manager will be the Commander or Head of Department of the aggrieved individual or in their absence another nominated senior manager, unless those individuals are the subject of the grievance, in which case an alternative senior manager will be allocated.

3.6.7 Grievances against a Commander or Head of Department will be considered by the

Director of Human Resources (HR). 3.6.8 Allegations against a Chief Officer other than the Chief Constable should be submitted

directly to the Chief Constable. Allegations directly against the Chief Constable should be sent to the Office of the Police and Crime Commissioner (OPCC) using Grievance Resolution form A500..

3.7 Stage 2 – Grievance Review & Outcome

3.7.1 The Review Manager will consider the grievance and may delegate any investigation

required to another nominated manager or supervisor. The Review Manager will contact the individual as soon as reasonably possible to confirm receipt of their grievance and to advise who will be investigating the issues raised.

3.7.2 The Review Manager or their nominee will meet with the individual for an initial

discussion prior to conducting any further investigation. There may be a need to interview other members of the Force involved in the grievance including potential witnesses. All those involved are entitled to be accompanied by a staff association/union representative or a workplace friend at any meetings. Any member of staff is entitled to receive a copy of any notes relating to their own interview.

3.7.3 All investigations should be completed as expediently as possible and where any

delays are necessary due to the unavailability of key staff for example, the member of staff should be kept regularly updated of the probable timescale to deal with their grievance.

3.7.4 At the conclusion of the investigation, a report should be prepared outlining the key

findings and appending the notes of any interviews or meetings that have taken place in connection with the grievance review. This report is not binding and the Review Manager has the discretion to either accept any recommendations wholly or partially,



ask for further information to be provided or exceptionally, to reach their own conclusions based upon the findings presented.

3.7.5 Inter-employee disputes involving sensitive interpersonal issues can often result in

evidence being gathered from other staff. In in normal circumstances it will not be agreed to release the full report as this may create unnecessary conflict and fail to assist in bringing about a successful resolution.

3.7.6 All of the parties involved will however, be provided with a written summary of the

outcome and key findings on which this is based. If the investigation resulted in disciplinary action being evoked, then in normal circumstances the full report will be released to relevant parties.

3.7.7 The Review Manager or their representative will then consider the recommendations

and meet with the member of staff again to discuss options to resolve the grievance. It may be necessary to adjourn this meeting for further information to be obtained or verified, before the Review Manager can advise the member of staff of the outcome of the Grievance Review and their decision on the matter.

3.7.8 The Review Manager has the discretion to require anyone involved in the grievance to

be re-interviewed or to instruct further investigation to be conducted before the matter can be finalised.

3.7.9 The Review Manager will inform the individual(s) of the decision in respect of their

grievance. The Grievance Form will be completed by the Review Manager and returned by email to the member of staff for their information and attention.

3.7.10 Where the grievance relates to an inter-employee dispute, the Review Manager will

also update the subject(s) of the allegations of the outcome and that individual(s) also have the right of appeal.

3.7.11 The individual will complete Part 4 of the form to confirm either:

That the grievance has been satisfactorily resolved;

That the grievance has not been satisfactorily resolved but that they do not wish to pursue the matter further (explanation required);

That they wish to appeal against the outcome in respect of their grievance. 3.7.12 The completed form will then be submitted to the relevant HR BST for the appropriate

action. If the individual fails to return the endorsed form within 10 working days, it will be assumed that the grievance has been satisfactorily resolved.

3.8 Appeals

3.8.1 If the individual, or any other party involved in the complaint (i.e. in an inter-employee

dispute) is dissatisfied with the outcome of the investigation, they have the right of appeal.

3.8.2 Appeals must be lodged within 10 working days to the HR Specialist (Employee

Relations). Appeals submitted outside this time limit will not be considered unless there are exceptional or extenuating circumstances to justify the delay. The time limit will be calculated from the date that Part 3 is signed off by the reviewing manager.



3.8.3 There will be no entitlement to add to the complaint. Only in exceptional

circumstances will new evidence be permitted, and only if that evidence was not available to the member of staff when first registering their grievance.

3.8.4 An appeal in grievances relating to inter-employee disputes by any of the parties

involved, i.e. the aggrieved individual(s) and/or the subject(s) of the grievance, will automatically result in a review being conducted by another senior manager not previously associated with the case. The purpose of the review will be to ensure that the outcome was balanced and fair for all of the parties involved.

3.8.5 The appeal will ultimately be considered by the Head of Personnel Services or Director

of HR albeit both will have the discretion to delegate any associated enquiries that may be needed to fully consider the appeal. Following this review there may be two potential outcomes:

To communicate to the individual in writing the outcome of the appeal;

To re-interview witnesses or call for further information prior to communicating to the employee the outcome of the appeal.

3.8.6 Whether a meeting is actually held with the appellant is at the discretion of the Head of

Personnel Services or Director of HR and will depend on the circumstances of the appeal.

3.8.7 There is no further right of appeal and the outcome will be final. 3.8.8 If the complaint is against a Chief Officer, suitable arrangements will be made for

handling the appeal, as agreed with the Chief Constable or Office of the Police and Crime Commissioner as appropriate.

3.8.9 At the end of the process all papers should be forwarded to the HR Specialist

(Employee Relations) to be filed confidentially.

3.9 Victimisation

3.9.1 A member of staff will not be victimised or suffer any detriment as a consequence of

raising a grievance or speaking out against unacceptable behaviour. In order to protect the individual the organisation will respond with disciplinary action if there is any evidence of victimisation.

3.9.2 It is recognised that the interpretation of inappropriate behaviour can be a matter of

personal perception and it is understood that there needs to be fairness of approach to all parties. To ensure this the following principles will be applied to the grievance process:

3.9.3 In situations where the grievance policy has been invoked in relation to an

interpersonal dispute, any counter complaints from the other party or parties will be addressed as part of the same process wherever possible.

3.9.4 Provided that the aggrieved member of staff adheres to the policy, any counter action

will be reviewed to determine whether the counter claim is malicious, unfounded or



made in bad faith. If a counter claim is considered to be malicious then this will be subject to disciplinary action.

3.9.5 Any contested situation in relation to whether inappropriate behaviour has occurred

will be considered in the context of whether a “reasonable person” would have considered that the events did take place, i.e. on the balance of probability in the absence of absolute proof.

3.10 Relationship to Disciplinary Policy

3.10.1 If following a full investigation it becomes apparent that a disciplinary offence may

have occurred (including those arising out of a malicious claim), contact should be made with the HR Business Support Team (for an allegation of misconduct by a member of Police Staff or a Volunteer) or the Professional Standards Department (for an allegation of misconduct by a Police Officer or Special Constable).

3.10.2 Where an individual raises a grievance during a disciplinary process that disciplinary

process may be temporarily suspended to allow the grievance raised to be considered. Where the grievance and disciplinary issue are related, both may be managed concurrently.

3.11 Confidentiality

3.11.1 Grievances will be managed confidentially and there will be no reference to a

grievance on an individual’s personal file. Particular care should be exercised over inadvertent references to grievances on other documents that may subsequently be placed on personal files.

3.11.2 It may be appropriate to make reference to a grievance if it is necessary to refer a

member of staff to the Force Medical Officer (FMO) in circumstances where the grievance is having a detrimental effect on the member of staff’s continued health and wellbeing. The reference would not however be appropriate for any subsequent referrals for unrelated heath issues.

3.11.3 Once the grievance procedure has been completed all the papers will be forwarded to

the HR Specialist (Employee Relations) for secure confidential storage. The papers are retained for monitoring and statistical purposes only.

3.11.4 Any meetings in relation to a grievance should be held discretely and in private.



4 Consultation and Authorisation

4.1 Consultation

4.2 Authorisation of this version

Version No: Name Signature Date

Prepared:

Quality assured:

Authorised:

Approved:

5 Version Control

5.1 Review

Date of next scheduled review Date: 9/8/14

5.2 Version History

Version No: Name Signature Date

Police & Crime Commissioner

Police Federation

Superintendents Association

UNISON

Other Relevant Partners (if applicable)

Version Date Reason for Change Created / Amended by

1.0 Initial Document K P Davidge (7063)

1.0 2.8.2013 Revised intro PJ Channon (7003)

1.1 29.10.2013 Para 3.6.6 – clarification of review manager

E Jacobs (6793)

1.2 17.03.14 Insertion of stage 2 transfer paragraph into section 1.1. No further changes

Mr I Coombs

1.3 17/06/14 Insertion of link to Bullying Report form (3.5.1)

Mr I Coombs



5.3 Related Forms

Force Ref. No. Title / Name Version No.

Review Date

A500 Grievance Resolution Form 1.0

5.4 Document History

Present Portfolio Holder Head of Personnel Services

Present Document Owner HR Specialist (Employee Relations)

Present Owning Department Human Resources – Personnel Services

Details only required for version 1.0 and any major amendment ie 2.0 or 3.0:

Name of Board: Workforce Planning Board

Date Approved: 06/08/2013

Chief Officer Approving: Graham Smith, Director of HR

Template version January 2013

1.4 15/9/14 Revised wording to paragraph 3.6.5 and amendments made to mirror in the form A500

Mr I Coombs

1.5 26/11/14 The policy has been reviewed in preparation for NICHE implementation (April 2015), no changes necessary

Policy Co-ordinator (6362)



Grievance Resolution Form A500

Part 1 – To be completed by member of staff This form should be completed in accordance with the Dorset Police Grievance Procedure and submitted to your Human Resources Business Support Team (HR BST). Anyone submitting a grievance should first read the Grievance Procedure and associated Guidance Notes with particular regard to the requirement to attempt to informally resolve their issue before invoking the formal procedure.

Name/Force Number

Rank/Job Title

Command/Department

1.1 SUMMARY OF GRIEVANCE: List in the space provided below the main reason(s) for submitting your grievance. Full details of the grievance will be completed at Section 1.4.

If an interpersonal dispute, do you believe the treatment you have experienced to have been personal towards you and if so, for what reason?

If you feel you have been received unfair or unequal treatment, what do you believe to be the motivation for the behaviour towards you?

GRIEVANCE RESOLUTION FORM

(A500)



1.2 DESIRED OUTCOME: Briefly describe in the space provided what outcome you hope to achieve by invoking the procedure. Please remember any desired outcome should be fair, reasonable and proportionate.

1.3 INFORMAL RESOLUTION: Describe in the space provided below what steps you have taken to informally resolve your grievance or, in exceptional circumstances, why informal resolution is either not appropriate or not possible in your particular circumstances. Please refer to the Guidance notes before completing this section.



1.4 REASON(S) FOR GRIEVANCE:

Outline in the space provided below the reason(s) for your grievance and describe the events or circumstances that have contributed to your dissatisfaction. If the space provided below is insufficient please attach additional evidence with clear cross-referencing. Other evidence e.g. emails or printed +SM messages may also be appended to this form. No further evidence will normally be accepted once the completed form has been submitted for review.



Are you willing to consider mediation or further mediation to try and resolve your grievance YES/NO

Signed:

Date:

Part 2 – ALLOCATION (To be completed by HR BST) The grievance will be recorded for monitoring purposes and allocated by the HR BST to the following manager for review in accordance with the Grievance Procedure.

Name/Force Number

Rank/Job Title

Command/Department

Part 3 – GRIEVANCE REVIEW (to be completed by reviewing manager)

I have held a meeting with the member of staff in accordance with the Grievance Procedure and considered their grievance. The key findings of my review are as follows:



I can also confirm that the subject(s) of this grievance have been advised of the outcome and informed of the right to appeal within 10 days of this notification.

The findings must be discussed with the member of staff and they should be advised of their right to appeal against this outcome in accordance with the Grievance Procedure. The completed form should be returned to the member of staff for their acknowledgement and submission to the HR BST at Part 4.

Signed:

Date:

Part 4 – ACKNOWLEDGEMENT (to be completed by member of staff and returned to HR BST)

I acknowledge the outcome of the Grievance Review and can confirm the following:

(a) That my grievance has been satisfactorily resolved.

(b) I am not satisfied that my grievance has been resolved but do not wish to pursue the issue for

the following reason(s):

(c) I am not satisfied with the outcome and wish to appeal for the following reason(s):



Please note: Where a grievance relates to an inter-employee dispute, an appeal by either party involved may result in a review of the case conducted by another senior manager not previously involved in managing the grievance.

Signed:

Date:

DIVERSITY MONITORING DATA This is collected for recording purposes only. Completion of this section is voluntary, but the information will help us ensure equality of opportunity. If you are submitting an appeal you can submit diversity monitoring data once your appeal has been considered. I consider myself to be (please )

Disabled Not disabled From a minority ethnic background

Not from a minority ethnic backgroud

Part 5 – APPEAL (to be completed by Head of Personnel Services or Director of HR) – dependent upon the nature of the issues raised, an appeal may be considered without a further meeting taking place.

I have considered the appeal in respect of this grievance and found as follows:

(a) Appeal upheld

(c) Appeal dismissed

Observations:



Signed:

Date:

Part 6 – NOTIFICATION

(a) Appellant advised of outcome & monitoring data collected (see above):

Date:

(b) Subject(s) of grievance advised of outcome

Date:

(c) Recorded for Employee Relations returns

Date:

(d) Associated learning points recorded

Date :

Once completed the form to be returned to HR Specialist, Employee Relations) Once finalised, all paperwork relating to the grievance will be stored confidentially by the HR Specialist (Employee Relations). No documents relating to the grievance to be retained on any personal file(s). Anonymous information recorded for statistical returns and ER monitoring purposes only.

Grievance Resolution Policy and Procedure - Dorset Police · A500 Grievance resolution form ... 3.1...

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