1.9 Grievance Policy & Procedures

Employees of Glin National College have the right to express any grievance about their employment. The purpose of the following grievance procedure is to provide a formal method for an individual staff member to take up a complaint or concern with management.

The grievance procedure will be followed if an employee feels that they have a grievance against the operation or decisions of the company or another employee, which affects their ability to perform their job satisfactorily.

The grievance procedure aims to enable fair and quick resolution of any problem or grievance an employee may have relating to their employment. Management wishes to ensure that all grievances are dealt with without undue delay and at the earliest possible stage of the procedure. In case of a complaint of bullying, harassment or sexual harassment, the organisation's dignity at work procedure should be consulted and utilised in place of this policy.

Initially, employees are expected to make efforts to resolve grievances first of all directly with the person/people concerned. The grievance procedure will be used when these efforts are ineffective.

Grievance Procedure – General Points

• Employees may at all stages in this procedure be advised or accompanied by a staff colleague, staff representative(s), or trade union representative(s) of their choice or may elect to have this person or these persons present the complaint on their behalf.

• If the employee is a union member, management will notify the relevant personnel of all meetings at the same time as the employee is informed unless management is specifically asked not to do so.

• Management will keep a written record of each meeting, including details of the employee's case, management's response and outcome. The employee will be asked to agree and sign the record of the meeting after consultation with their representative. Copies of the record will be given to everyone who attended the meeting.

• At the end of every procedure stage, management will advise the employee of the next step.

• Time limits may be changed at any stage by mutual consent. The date and time of grievance hearing(s) will be agreed between the employee, their chosen representative and management (and, where relevant, the person(s) who are the subject of the grievance).

• The employee and their chosen representative will be allowed adequate time to prepare the employee's case.

• Every effort will be made to resolve the grievance at each stage.

• The proceedings will remain confidential to the employee, their representative, and management.

• No action to change an employee's terms and conditions of employment will be taken while they are following the grievance procedure.

• Copies of correspondence and written records relating to the grievance will be kept in the employee's personnel file. This information will be destroyed after six months unless management has an important reason not to do so.

Grievance Procedure 

Stage 1

The complainant will raise the matter with their immediate Manager. The Manager will investigate the grievance and do their best to resolve the issue as soon as possible (within ten working days).

or

Suppose the employee's grievance is with their Manager. In that case, the employee will raise the issue with an individual on a higher level, if appropriate, who will investigate the grievance and will do their best to resolve the matter as soon as possible (within a maximum of ten working days).

Stage 2 

If the matter is not resolved, the complaint should be made in writing to the most senior person at an executive level within the organisation. This person should attempt to resolve it within fifteen working days.

Stage 3

If the matter is still unresolved, the complaint should be made in writing to the Disciplinary and Grievance Panel chairperson. A Disciplinary and Grievance Panel hearing will be held as soon as possible (but not later than 15 working days from receiving the employee's formal notification of the grievance).  

Stage 4

Should the matter remain unresolved, a Rights Commissioner will refer it to the Labour Relations Commission for conciliation or a hearing. It will be directed to the Labour Court for a formal investigation if still unresolved.