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Guidance

General Principles

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.

General Principles

  • The purpose of a grievance procedure is to allow managers to deal with employee concerns fairly and consistently, openly and promptly.
  • Employees should be encouraged to raise grievances without fear of penalty or victimisation.
  • The approach to dealing with grievances is founded on partnership at all levels and should take advantage of local working relationships to achieve early and, if appropriate, innovative resolution.
  • All employees have the right to be accompanied by a Trade Union Representative /professional organisation, friend or work colleague.
  • Where appropriate the use of third party mediation – both informal and formal- is encouraged at every level and every stage of the process.  Employees and employers should be encouraged to make use of these approaches at any point as agreed by the parties.
  • Managers should ensure effective communication with employees throughout the grievance process.
  • Where issues are sufficiently serious, mechanisms should be in place for dealing with grievances which allow for early escalation to senior managers if required.
  • Documentation used throughout the grievance process must be clear and simple.  Employees who have difficulty in expressing themselves on paper or whose first language is not English should have help made available to them if appropriate. Further information on this is available through StaffNet.

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 consideredThis 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.