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ng. If agreed, the Company will consider the grievance and set out a response in writing to the employee. There is no right to appeal if the varied procedure is followed. Grievance Procedure 2 been commenced before the termination of employment and the formal procedure has not been completed. To vary the formal procedure the Company and the employee must both agree to the variation in writitor]. The Company and the employee may agree to vary the meeting requirements in the formal procedure, as set out above, if the employee has ceased to be employed by the Company or if a grievance has ceased to be employed by the Company and wishes to raise a grievance the employee must set out the grievance in writing, stating the basis for the grievance, and send the grievance to [a company direcpeals and his decision is final. After the appeal, the employee will be informed of the appeal decision. 4 Bringing or continuing a grievance once the employee has left the Company If an employee has o appeal against a grievance decision, should inform (specify person) within 5 working days. The employee will then be invited to attend an appeal hearing. The (specify senior person) will hear all ap employee of his decision and any proposed action in respect of the grievance. The employee will also be informed of the right to appeal against this decision. 3.3 Stage three An employee who wishes the grievance. This meeting will not take place until (specify person) has had a reasonable opportunity to consider the grievance and their response. After the meeting, (specify person) will inform theto (insert person details). Grievance Procedure 1 Once (specify person) receives a written copy of the grievance, the employee will be invited to attend a meeting with (specify person) to discuss tmplaint in most cases. 3.2 Stage two If, however, the matter cannot be satisfactorily resolved the employee should raise the matter formally by setting out the grievance in writing and sending a copy e 3.1 Stage one The employee's first step is to raise any grievance, where appropriate, with the person to whom the employee immediately reports as that person will be best placed to respond to the coation and proceedings relating to a grievance will remain confidential as far as possible. All stages of the procedure shall be dealt with as soon as reasonably practicable. 2.2 2.3 2.4 3 Procedurrded on the employee's personal file. At all stages the employee has the right to be accompanied by an employment representative or work colleague during the grievance interview and any appeal. Informs are a requirement of statute). 1.2 1.3 2 Principles 2.1 A written record of the grievance interview and any appeal should be agreed between and signed by the interviewer and the employee and reco report. If a grievance cannot be resolved informally, the employee should raise it formally with [the Personnel Head]. This procedure is non-contractual (even to the extent that such of its provisionThis procedure is open to any employee who has a grievance in relation to their employment and is designed to enable employees to resolve grievances informally with the person to whom they immediatelypractices, organisational changes, equal opportunities, bullying and sexual harassment. We will try to resolve, as quickly as possible, any grievance an employee may have about his or her employment. s, problems or complaints that employees raise with their employers. Grievances may relate to, amongst other things, terms and conditions of employment, health and safety, work relations, new working OUT OF THE USE OF THESE MATERIALS. The use of these materials is subject to the "Terms and Conditions" found at findlegalforms.com. Grievance procedure 1 Purpose and scope 1.1 Grievances are concernSS OF USE, DATE OR PROFITS; OR BUSINESS INTERRUPTION) HOWEVER USED AND ON ANY THEORY OF LIABILITY, WHETHER IN CONTRACT, STRICT LIABILITY, OR TORT (INCLUDING NEGLIGENCE OR OTHERWISE) ARISING IN ANY WAYS MATERIALS, BE RESPONSIBLE OR LIABLE FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, EXEMPLARY, OR CONSEQUENTIAL DAMAGES (INCLUDING, BUT NOT LIMITED TO, PROCUREMENT OF SUBSTITUTE GOODS OR SERVICES; LONY OF THE MATERIALS FOR YOUR PARTICULAR NEEDS. THE MATERIALS ARE USED AT YOUR OWN RISK. IN NO EVENT WILL: I) FLF, ITS AGENTS, PARTNERS, OR AFFILIATES; OR II) THE PROVIDERS, AUTHORS OR PUBLISHERS OF ITlient relationship is created by use of these materials. THESE MATERIALS ARE PROVIDED "AS-IS." FLF DOES NOT GIVE ANY EXPRESS OR IMPLIED WARRANTIES OF MERCHANTABILITY, SUITABILITY OR COMPLETENESS FOR As is not a substitute for legal advice. Only an attorney / solicitor can provide legal advice. An attorney/solicitor should be consulted for all serious legal matters. No Attorney-Client / Solicitor-Cc people involved in the process and delete the square brackets where indicated. DISCLAIMER: FindLegalForms, Inc. ("FLF") is not a law firm and does not provide legal advice. The use of these materialovers the following: · · · · informal procedure standard 3-step grievance procedure modified 2-step grievance procedure when procedures do not apply. You will need to insert the names of the specifiAct 2002 makes it a requirement for all employers to issue a written document that sets out their grievance procedure. This grievance procedure is suitable for use in England, Wales and Scotland and cance and how the grievance will be dealt with. Such a procedure is particularly useful to have in place as it will promote fair and reasonable behaviour from both management and staff. The Employment Commentary Grievance Procedure Our grievance procedure document sets out the statutory grievance procedure to be followed by employees and employers. It identifies the various steps in raising a griev