Grievance Policy

Purpose:

This policy aims to ensure that employees who have any problems, complaints or concerns they wish to raise with Go Ahead Recruitment Limited are dealt with in a fair & timely manner. This may include any of the following: Work, work conditions, hours, pay, benefits. Discrimination on any grounds (race, sex, sexual orientation, religion, disability, age, gender, reassignment, martial status, ethnic background etc) Treatment by colleagues including harassment or bullying. Health & Safety or breach of employment rights. Any other issue affecting employment.

Informal Grievance:

If possible, employees should discuss the complaint or grievance with the Director on an informal basis initially. The Director will then discuss the concerns and try to resolve the matter.

If this is not possible to discuss with the Director, or the complaint relates to the Director, the grievance should be raised with the Compliance Manager.

Director – Stacey Hughes

Go Ahead Recruitment, 50 Princes Street, Ipswich, Suffolk IP1 1RJ
E: [email protected]
T: 01473 845255

Compliance Manager – Lucy Wallace

Go Ahead Recruitment, 50 Princes Street, Ipswich, Suffolk IP1 1RJ
E: [email protected]
T: 01473 845255

Where this informal process is used, both parties should keep a written record of the communication, including what was discussed and the proposed action/s.

If the grievance is not resolved, or can not be resolved informally then the matter should be dealt with using the formal grievance policy (below)

Formal Grievance Policy

The employee must send a written statement with details of the grievance to the Director.

If you would like to make a formal written complaint, you can contact the Director or Compliance Manager (above)

After receiving the written statement, we will arrange a formal meeting to discuss the grievance. This will be arranged without unreasonable delay and usually no longer than 5 working days from date of receiving the grievance.

We will gather facts by collecting relevant documents and interview and produce statements if required. Any requests to remain anonymous and confidentiality will be taken seriously.

If requested the employee can be accompanied by a colleague, certified union representative or official employed by a trade union. This companion may not answer questions on the employee’s behalf in any way.

If possible, the employee should think and explain how they think the grievance should be resolved. If a full investigation is required, the meeting should be adjourned to a latter date before a decision is made on how to handle the grievance.

Following a meeting or investigation the Director or Compliance Manager will create a written account of the intentions to be taken to resolve the matter. Any actions should be monitored and reviewed to ensure the matter is dealt with efficiently & effectively.

If the employee believes that their grievance has not been resolved they have the right to appeal. Any appeal must be submitted in writing no more than 5 working days later than receiving the outcome.

At this point we may instruct an external HR company to be involved in the appeal.

All grievances will be handled with a high degree of confidentiality unless disclosure is agreed by employee.

Records will be kept in the employees’ personal file in line with GDPR. Copies of communication will also be given to the employee. Go Ahead Recruitment have the right to withhold any confidential information provided.