HUMAN RESOURCES
been interviewed and that each aspect of the grievance can be addressed fully. Once the grievance investigation is complete, the next stage is to hold a grievance hearing. At any formal grievance hearing the employee has a statutory right to be accompanied, either by a work colleague or a trade union official. Following the grievance hearing, the manager hearing it should inform the employee of the outcome, put this in writing and include the right of appeal in the letter. As mentioned above, grievances can be very damaging and it’s important that all companies
give a written commitment to investigating grievances and improving practices where needed. As well as dealing with issues informally where possible, other positive initiatives can include three-way meetings to resolve differences and considering mediation. ■■ Pippa Bucknell is an FCIPD
qualified HR professional with FitzgeraldHR and has more than 10 years’ experience providing HR advice and support to a variety of organisations. tel: 01237 239 028 email: pippa@fitzgeraldHR.co.uk web: fitzgeraldhr.co.uk Twitter: @FitzgeraldHR
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