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Greviance Procedure

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GRIEVANCE PROCEDURE
There may be circumstances in which misunderstandings or grievances may arise. The following procedure complies with the statutory grievance procedures and will usually be adopted in the interests of fairness but is not contractually binding
If you believe that you might be exposed to violent abusive or intimidating behaviour by going through the grievance procedure leading to serious physical or mental harm or threat to your property or a third party or you have been harassed you will not normally be expected to go through the formal grievance procedure but similarly if your employer believes that you or a third party may subject them to violence or abuse they do not have to follow it.
If circumstances beyond your control or your employer’ s control prevent a step in the procedure being followed then neither party may be reasonably expected to follow the procedure.
Failure by either you or your employer to follow the procedure may affect any Tribunal proceedings that follow and may delay any application to a Tribunal that you wish to make.
If you have a question or grievance which concerns you personally and directly and which requires to be resolved, you should discuss the matter informally with us.
If the matter cannot be resolved informally then you may set out your grievance in writing (explaining what you are unhappy about and why) to any Senior Manager and we will arrange a meeting with you as soon as is reasonably practicable. Both you and your employer must take all reasonable steps to attend the meeting. Your grievance will be fully considered and investigated.
A decision will be made and given to you in writing within 14 working days or otherwise as soon as is reasonably practicable. This decision will be recorded on your personnel file.
You have the same legal right to be accompanied at a grievance hearing as you have at a

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