It is important that employees’ concerns are dealt with quickly, fairly and at the most appropriate level, which is generally the ’closest point’ to the issue(s), by those most likely to have relevant knowledge. Where this is not possible, the NHS Greater Glasgow and Clyde Grievance Policy and Procedure provides a framework for dealing with employee concerns.
This framework outlines the process for dealing with grievances informally and formally Time limits are expressed as the maximum in the policy and can only be varied by mutual consent by both parties.
What happens when a grievance is notified?
When the Grievance notification form (GD1) is received and, if not stated on the form, the first step in the process is to check with the individual if an informal approach under the Grievance Policy could be considered. This can be done when acknowledging receipt of the grievance in writing.
If there is potential for an informal resolution, the line manager can use a number of approaches detailed below with the aim of securing a positive and early resolution to staff concerns. It should be possible for most grievances to be dealt with informally by the employee’s line manager.
If the grievance is to be dealt with under the formal part of the policy, please go to formal stage 1 and 2 sections.
The material contained in this section is management guidance, rather than guidance that has been agreed in partnership.