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Covid-19 (Coronavirus)

Information and guidance for public, NHSGGC staff, and community-based services.  Hospital visiting restrictions now in place.

Grievance

As of the 1st of March 2020, the new NHS Scotland Workforce Grievance Policy will replace the current NHS Greater Glasgow and Clyde Policy.

New Grievance Cases

For all new grievance cases please use the above link to access the policy and extensive supporting documentation including the Workforce Investigation Process.

To obtain HR Support for the Workforce Investigation Process, please complete the Request to Initiate HR Support.

The policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner.

Existing Grievance Cases

Individuals currently within a process under NHS GGC Grievance Policy should continue with the NHS GGC process.

If further assistance is required please do not hesitate to contact the HR Support and Advice unit if you wish to discuss this further

[email protected] or 0141 278 2700 option 2

 

NHS GGC Policy Guidance:

Whilst NHS GG&C encourages open and honest communication at all levels it recognises, however, that from time to time employees may wish to seek redress for grievances arising from their employment.

 This policy is applicable to all employees within NHS GG&C and all grievances concerning matters arising out of employment with the Board should be settled in accordance with the principles, procedures and timescales outlined in this policy.

The spirit and intention of this policy is to promote the best possible relations between management and the employee(s) and ensure employees are able to pursue concerns relating to their working conditions without fear of recrimination.

Top Tips on using the Grievance Policy.......

  • Matters should be dealt with as they arise and be settled as close to the point of origin as possible and as quickly as possible.
  • Employees and managers are encouraged to make every effort to resolve issues informally at the most local level possible where appropriate before resorting to the formal procedure. It is, however, recognised that the formal procedure may be necessary to resolve some grievances.
  • Throughout the informal and formal stages of the procedure, the employee has the right to be represented by a Trade Union/Professional Organisation representative (including full-time Trade Union Officers) or accompanied by a fellow member of staff or a friend or a relative not acting in a legal capacity.
  • HR can provide further advice and guidance in relation to the application of this policy.