Objective
Ladybird Pre-School Nursery grievance policy is a formal way to deal with an employee’s grievance.
Although we anticipate that most grievance matters will be resolved quickly by an informal approach this policy is designed to provide a fair, effective and consistent method of dealing with all grievance matters.
Our Grievance Policy is available for all staff to access in our Policy folder in the nursery foyer and on our website.
Procedure
- If it is not possible to resolve a grievance informally through discussion, through supervision or at a separate meeting, the employee should raise the matter formally.
- The employee should inform the trustees in writing that they wish to raise a formal grievance. This should be done without unreasonable delay.
- The trustees will arrange for a formal meeting to be held and invite the employee in writing to attend a grievance meeting.
- This letter will also inform the employee that they have ‘the right to be accompanied’ by a work colleague or their recognised trade union representative to this grievance meeting. The employee is required to inform the trustees who will be their companion.
- The grievance meeting will be attended by the employee raising the grievance, their companion, the nursery manager and at least one trustee and wherever possible (if appropriate) a member of the management committee.
- The meeting will be minuted.
Decision on appropriate action
- Following the meeting a decision will be made as to what action, if any, needs to be taken. This decision will be communicated to the employee, in writing and without unreasonable delay.
- It will set out any action the Ladybird Pre-School Nursery intends to take to resolve the grievance.
- The employee can appeal if they are not satisfied with the outcome and action to be taken.
Opportunity to appeal
- The employee should inform the trustees in writing if they wish to appeal the decision and on what grounds.
- Appeals should be heard without unreasonable delay.
- The employee will be notified in writing of the appeal time and place.
- The employee has ‘the right to be accompanied’ by a work colleague or their recognised trade union representative to this grievance appeal. The employee is required to inform the trustees who will be their companion.
- The appeal should be dealt with impartially and wherever possible by a trustee(s) and a member of the management committee who has not previously been involved in the case.
- The outcome of the appeal should be communicated to the employee in writing without unreasonable delay.
Overlapping grievance and disciplinary cases
- Where an employee raises a grievance during a disciplinary process the disciplinary process may be temporarily suspended in order to deal with the grievance. Where the grievance and disciplinary cases are related it may be appropriate to deal with both issues concurrently.
