Establishing a grievance procedure

It is mutually beneficial if grievances are promptly and thoroughly aired. This enables potentially damaging problems to be identified and tackled, rather than being left to fester. Reps should check that:

• the grievance procedure is not unnecessarily complicated;

• it allows plenty of scope for informal resolution;

• it contains a commitment to keep proceedings confidential; and

• it states that the employee can be accompanied at meetings (see Chapter 8: The right to be accompanied).

In most large employers, separate arrangements are appropriate for whistleblowers. Large employers are also increasingly likely to have separate procedures for complaints of bullying or harassment. Several unions also run their own confidential help lines providing informal support to members suffering workplace bullying, including cyber-bullying.