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Appendix AFORMAL GRIEVANCE PROCEDURE FLOW CHART Has a Grievance Notification (GN1) been submitted?NO INFORMALThe grievance procedure should not be utilised in these circumstances The Manager and employee.

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How to fill out the Grievance Procedure Flow Chart Template online

Filling out the Grievance Procedure Flow Chart Template is a crucial step in addressing workplace grievances effectively. This guide will provide you with clear, step-by-step instructions to ensure that you complete the document accurately and thoroughly.

Follow the steps to complete the Grievance Procedure Flow Chart Template.

  1. Click ‘Get Form’ button to acquire the form and open it in your editor.
  2. Begin with the Grievance Notification section. Indicate whether a Grievance Notification (GN1) has been submitted by selecting 'Yes' or 'No'. This will guide the flow of the procedure.
  3. If 'No' is selected, the document will direct you to informal procedures. Note down details of any discussions or agreed outcomes achieved between the manager and employee here.
  4. If 'Yes' is chosen, proceed to document the investigation process. Include details about the independent investigator and any meetings held, clarifying the facts gathered, interviews conducted, and any findings summarized.
  5. Next, detail the Grievance Meeting arrangements. Document the room setup, panel members, and the communication sent to the employee regarding the documents and meeting logistics.
  6. Record information about the Grievance Meeting itself, including the composition of the panel and the employee's entitlement to representation. Ensure the decision made is noted and confirmed in writing.
  7. Finally, outline the appeals process. Document whether the employee has informed the Chair of the Panel about their decision to appeal and include any details of the arrangements made for the Appeal Meeting, along with relevant timelines.
  8. Once all sections have been filled out, you can save changes, download, print, or share the completed form as needed.

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Employees who file grievances can: Reach out to their direct supervisor or HR department. File a grievance form explaining the situation in detail. Refuse to attend formal meetings on their own. Appeal on any formal decision.

Model of Grievance Handling procedure – Worker. Worker orally explains his grievance to his immediate supervisor. Supervisor. 48 hours. ... Head of department. 3 days. ... Grievance Committee (equal representation of employers and employees) 7 days. ... Management. 3 days. ... Appeal to management for Revision. 7 days. ... Voluntary arbitration.

Grievance procedure: 6 steps The employee makes a formal, written complaint. ... Once the employee files the grievance, a formal investigation begins. ... The investigator writes a conclusion. ... A mediator can be called in. ... There are consequences.

Grievance hearing Your manager will call you to a meeting, usually within 5 working days, to discuss your grievance. You have the right to be accompanied by a colleague or a trade union representative. After the meeting your manager will give you a decision in writing, usually within 24 hours.

Basic rules keep your letter to the point. You need to give enough detail for your employer to be able to investigate your complaint properly. ... keep to the facts. ... never use abusive or offensive language. ... explain how you felt about the behaviour you are complaining about but don't use emotive language.

Issues. The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case.

Stage 3 - If an employee is not satisfied with the outcome of the grievance at Stage 2 then they may take the grievance to stage 3 within 10 days of the stage 2 outcome, if there is a more senior manager to hear the grievance.

Step 1 - raise the issue informally with the employer. Step 2 – raise the issue formally with a grievance letter. Step 3 - grievance investigation should take place. Step 4 - a grievance hearing may be required to review the evidence and for a decision to be made.

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