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STAFF GRIEVANCE
POLICY AND PROCEDUREDate of Publication: March 2017
Date of Review: March 2022
Agreed by: JNCC1NoTable of contentsPage1Policy statement32Overview and scope33Resolving a complaint informally44Raising
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Start by providing your personal information such as your name, contact details, and job position.
04
Clearly state the purpose of your grievance and provide a detailed description of the issue you are facing.
05
Organize your grievance points in a logical and coherent manner, numbering them if necessary.
06
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07
Be objective and avoid using emotional or derogatory language.
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If applicable, mention any previous attempts to resolve the issue and the outcome.
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Sign and date the staff grievance form before submitting it.
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Submit the completed grievance form to the designated person or department.
Who needs staff grievance?
01
Employees who have experienced unfair treatment or misconduct by colleagues or superiors.
02
Employees who have concerns about workplace policies, procedures, or work environment.
03
Employees who believe they have been discriminated against or harassed.
04
Employees who want to address conflicts or grievances in a formal manner.
05
Employees who seek a resolution to a work-related dispute or issue.
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What is staff grievance?
Staff grievance is a formal complaint or concern raised by an employee regarding their work environment, conditions, or treatment.
Who is required to file staff grievance?
Any employee who has a complaint or concern about their work environment or treatment is required to file a staff grievance.
How to fill out staff grievance?
To fill out a staff grievance, the employee needs to document their complaint or concern in writing and submit it to the appropriate department or supervisor.
What is the purpose of staff grievance?
The purpose of staff grievance is to address and resolve employee concerns in a fair and timely manner to improve workplace satisfaction and productivity.
What information must be reported on staff grievance?
The staff grievance should include details about the issue, any relevant facts or evidence, and specific desired outcomes or resolutions.
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