Grievance Procedure

Maybe sounds a bit like the manager who identified a long standing employees cavalier attitude to the companies money in rather treating as his own and having reported his concerns up the food chain found himself being investigated !

Vexasious claims always stand a good chance of muddying the water if caught out misbehavin in a climate of guilty until proved innocent or trial by rumour and speculation............

Was the grievance raised and the performance issues raised related? Just a thought.

I recommend reading the acas Code of Practice 1; Disciplinary and grievance procedures. I would draw your attention to paragraphs 115 " ... Workers may also complain to a tribunal if employers fail to rearrange a hearing date to a reasonable date propossed by the worker when a companion cannot attend on the date originally proposed. The tribunal may order compensation of up to two weeks' pay. ..." & paragraph 116 explains why it is advantageous for employers to comply.

Again the word reasonable is used which I would define as that which has reason ie there is a clear reason or reasons why something is reasonable or unreasonable.

Not enough info but sounds like being rail-roaded, nobbled, dismissed as, of course, attack is the best form of defence but not without some tokenistic due process in the process of shutting down the grievance or it will not go away and may, in fact, grow and come back to bite ya in da bum.

Just for your information the norm is about 12 days.

Doesn't matter who raised it, you must give reasonable time.

24 hours is not reasonable time.

simple really.

Hi Rod

The member of staff raised the grievance and we highlighted his performance upon investigation although it was never raised with before.

There is a statutory right for a worker to be accompanied if the meeting you are holding could result in a formal warning being issued or some other form of disciplinary action is to be taken so I suppose it depends to a degree on the nature of the original complaint and the appeal. I don't think expecting an employee to attend such a meeting with just 24 hours notice is acceptable. If this is an issue that has an element of risk involved you could suspend the employee on full pay whilst a more convenient date for the appeal is arranged.

A member of staff has appealed to the investigation to a grievance rasied, a date was giving for the appeal although it was short notice 24hr the employee asked for the meeting to be deffered so he can arrange for union representation to attend the meeting. The union will not be able to attend until the week after. this is not adequate can we demand the appeal to go ahead without union representation.