Employee Grievance Appeal Form
Definition of the Employee Grievance Appeal Form
The Employee Grievance Appeal Form is a document used by employees to formally appeal a decision made regarding a grievance they previously submitted. This form allows individuals to express dissatisfaction with the resolution provided by their employer and seek further review according to company policies.
Step-by-Step Guide to Completing the Form
Filling out the Employee Grievance Appeal Form involves the following steps:
- Provide your name and contact information.
- Indicate the grievance step number related to your appeal.
- Attach the original grievance and the response received.
- Clearly state the reasons for your dissatisfaction with the previous decision.
- Sign and date the form before submission.
Who Should Use This Form
The Employee Grievance Appeal Form should be used by any employee who has filed a grievance but feels that the resolution provided was unsatisfactory. It is particularly relevant for individuals who want to ensure that their concerns are re-evaluated by higher management or a designated committee.
Key Components of the Form
Essential elements included in the Employee Grievance Appeal Form typically encompass:
- Employee identification details
- Information about the original grievance
- Details of the initial response
- Specific reasons for the appeal
- Signature and date of submission
Common Mistakes to Avoid When Using This Form
When completing the Employee Grievance Appeal Form, be cautious of the following mistakes:
- Not including all required attachments.
- Failing to provide clear and concise reasoning for your appeal.
- Submitting the form past any deadlines established by the company policy.
- Overlooking the signature or date.
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FAQ
Create the system: Acknowledge the grievance: Investigate: Hold the formal meeting: Take your decision and act accordingly: Appeal process: Review the situation: Uproot the main cause of grievance:
You have the statutory right to appeal against all disciplinary and grievance decisions that you consider are wrong or unfair. Your employer should inform you of your right, and the time period for doing so (usually this is up to 5 working days from the original decision).
An appeal is a formal way of asking us to review information and change our decision. You can ask for an appeal if you want us to change a coverage decision we already made. A grievance is any complaint other than one that involves a coverage decision.
Grievance: Concerns that do not involve an initial determination (i.e. Accessibility/Timeliness of appointments, Quality of Service, MA Staff, etc.) Appeal: Written disputes or concerns about initial determinations; primarily concerns related to denial of services or payment for services.
The non-statutory Acas guidance, which accompanies the code, suggests five days as the time within which an employee should normally be invited to an appeal meeting. The employer should comply with any timescale for holding an appeal set out in its own grievance policy.
You are protected from being treated unfavourably for raising a grievance that complains of discrimination. For example, if you were unfairly disciplined or even dismissed. This is known as victimisation.
There are no restrictions on the potential grounds on which an employee can appeal a disciplinary decision. Paragraph 26 of the Acas code of practice on disciplinary and grievance procedures explains that an employee should appeal if they believe that a disciplinary decision is wrong or unjust.
Should you appeal a grievance decision? Yes, if you are unhappy with the decision and want to remain with your employer, then it is a good idea to appeal a grievance decision.
