BRANKSOME HEATH MIDDLE SCHOOL
SCHOOL GRIEVANCE PROCEDURE
SCOPE
This procedure applies to all current and former School employees other than current and former Headteachers for whom the Chair of Governors should undertake the role of Headteacher.
PURPOSE
The purpose of this procedure is to try to resolve grievances as early as possible and as close to the point of origin. It is hoped that formal grievances can be avoided through effective communication and early discussion between employees and their immediate manager or headteacher.
CURRENT EMPLOYEES
This Grievance Procedure complies with the Disputes Resolution Regulations 2004 as follows:
Stage 2 constitutes the employee putting their grievance in writing
Stage 3 constitutes a meeting with the employee to discuss the grievance
Stage 4 constitutes the right of appeal
The procedure does not apply to the following matters for which an agreed alternative procedure exists. Please seek advice from Personnel and Training Services or your Trade Union on the proper procedure for:
Salary Grading Reviews including Job Evaluation
Disciplinary matters
Selection for redundancy
Dignity at work including sexual harrassment
Matters arising out of a probationary review
Tax or pension regulation matters
Other matters covered by a collective agreement
FORMER EMPLOYEES
Under the Disputes Resolution Regulations 2004 a former employee may raise a grievance provided they meet the timescales stipulated by the Employment Tribunal. Their letter outlining their grievance will be dealt with under Stage 2 of this procedure and responded to within 28 days. They may ask for a meeting if they wish and this meeting will be dealt with under Stage 3. Stage 4 and 5 would not apply.
STAGE 1 If you are aggrieved on any matter (other than those indicated above) you should discuss the matter initially with your immediate manager/headteacher.
STAGE 2 a) If you are dissatisfied and remain aggrieved the attached grievance form should be completed and given to your Headteacher within a reasonable period of you first raising the grievance. You are strongly advised to contact your workplace Trade Union representative regarding completion of the form and for support;
b) Your Headteacher will ask your immediate manager to reply to your grievance as soon as possible and in any case within seven working days. The form attached should be used to record the reply. The manager should seek to resolve the grievance.
STAGE 3 a) If you are dissatisfied with the reply, you should raise the matter with your Headteacher in writing within 10 working days of receipt of the reply. If you are in membership of a trade union your representative may either raise the matter for you or accompany you;
b) The Headteacher should acknowledge your complaint in writing as soon as possible, as the Manager responsible, and arrange to meet with you. There is a right for the employee to be represented. The meeting should normally take place within 14 working days. The Headteacher should attempt to resolve the grievance. If further time or action is needed to deal with the grievance, then where possible the action to be taken and the timescale involved will be agreed. A reply to the grievance must be given in writing by the Headteacher.The employee will have 14 working days in which to indicate they do not regard the matter as resolved
STAGE 4 If the complaint is not satisfactorily resolved at this stage either you or your Trade Union representative on your behalf or your Headteacher should inform the Chair of the Governing Body who will attempt to settle the matter. This will normally involve arranging a grievance hearing within 14 working days. This may involve a panel of 3 Governors authorised to act on behalf of the Governing Body. Advice should also be sought from the School's Personnel Advisor.
STAGE 5 A collective dispute may be referred to the full Joint Information and Consultative Committee (JICC). An individual or group grievance can be referred to the JICC only with the agreement of the Chair and Vice Chair of the JICC. The matter will end at local level except where it is agreed between the parties than an important issue of principle arises which could be considered through the conciliation machinery. The advice of the Provincial Council Joint Secretaries may be sought at the request of either side.
INDIVIDUAL GRIEVANCE
PRIVATE AND CONFIDENTIAL
NAME
SCHOOL
HAVE YOU raised this with your immediate supervisor under Stage 1 of the procedure?
YES/NO
If yes - Name of manager ......................................................
Date raised ......................................................
His/her response ....................................................................
..........................................................................................
HAVE YOU raised this grievance with anyone else? YES/NO
If so - Who? ................................................
When? .................................................
PLEASE SPECIFY YOUR GRIEVANCE
PLEASE SPECIFY THE REMEDY YOU ARE SEEKING
FURTHER DETAILS (CONTINUE ON A SEPARATE SHEET IF NECESSARY)
Signed .................................................... Date passed to Headteacher .........................
Supervisor's Response:
Signed........................................................ Date ....................................
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