19th September 2017
From time to time an employer might receive a complaint from an employee. This may or may not be labelled as a formal grievance, but regardless should usually be treated as such. Grievances can take many different forms and therefore managers should be suitably trained in identifying them, as well as dealing with them appropriately.
It is crucial to have a clear grievance procedure in place and ensure that your managers can apply this in practice. Financial penalties can be imposed for failure to comply with the ACAS Code of practice in this area, and failure to deal with a grievance in a fair and appropriate manner could expose an employer to a risk of a constructive dismissal or discrimination claim.
As with many HR issues, communication and speed are key to resolution. We are proficient in drafting grievance policy documents and letter templates that will assist you in dealing with grievances appropriately and, where possible, maintaining a positive relationship with the employee. If you have received a complaint or formal grievance from an employee then contact the Lamb Brooks Employment Department today.
"You may have to go a long way to find professionals that demonstrate such a high degree of care. All the team are welcoming, polite, efficient and display a sense of humour."
Head of Employment Department
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