Common use of Dealing with Grievances Clause in Contracts

Dealing with Grievances. All formal Grievance stages should receive a written response from the appropriate Society Official within the times specified above. There will be certain circumstances where this time-scale will not be sufficient and Society Officials will communicate this delay in writing to the employee/and or union official and ensure that a response is issued as soon as reasonably possible. All written grievances will receive a written acknowledgement of receipt, and hearings will be arranged as soon as reasonably possible. Employees have the right to be accompanied by either a trade union official or a fellow employee throughout the grievance process. It is the individuals responsibility to ensure their colleague or representative is available for the hearing. If an employee’s companion cannot attend on the proposed date, the employee can suggest another date so long as it is reasonable. Co-operative Retail Logistics (Grievance Procedure) 4 March 2006 During the grievance process the employee/union official will be allowed to explain their complaint and state how they think it should be settled. If during the hearing the manager reaches a point where they are not sure how to deal with the grievance or feel that further investigation is necessary the meeting should be adjourned to get advice or make further investigation. The Society will respond in writing to the employee’s grievance within the timescales specified above. Unless and until the procedures have been exhausted, no strike, lockout or other industrial action will take place. Co-operative Retail Logistics (Grievance Procedure) 5 March 2006 Co-operative Retail Logistics (Disciplinary Procedure) 1 March 2006 Contents Introduction Section One – Investigation 3 Section Two – Procedure 4 Section Three – The disciplinary hearing 4 Section Four – Disciplinary action 5 Section Five - Appeal 8 Section Six – Responsibilities for appeals 9 Co-operative Retail Logistics (Disciplinary Procedure) 2 March 2006 This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct and performance. The aim is to ensure consistent and fair treatment for all. The procedure covers all Warehouse Operative, Clerical Staff and Drivers. Without prejudice to the above, the procedure does not apply to:  termination during or at the end of a probationary period of service (including any extended probationary period of employment) - where a basic procedure in line with the statutory dismissal and disciplinary procedure will apply instead;  termination by mutual consent. The Society reserves the right to implement the procedure at any stage as set out below taking into account the alleged misconduct of an employee. Employees will not ordinarily be dismissed for a first disciplinary offence except in the case of gross misconduct when the penalty will summarily dismissal (without notice or payment in lieu of notice). The Society allows employees to be accompanied at any disciplinary/investigatory hearing by a fellow worker or trade union official of their choice. If an employee who is an accredited representative of a trade union recognised by the Society is suspected of having committed a disciplinary offence, they would have the right to be accompanied by a local Full Time Official. The Full Time Official should be notified in all cases. A relevant manager or supervisor will promptly and thoroughly investigate any matter that is reasonably suspected or believed to contravene any of the Society’s policies or rules or may otherwise be a disciplinary matter. The employee will be informed as soon as possible as to the fact of an investigation and when it has been concluded. Where it is believed that the matter to be investigated involves serious misconduct, the employee may be immediately suspended from work on full pay and contractual benefits. If serious misconduct is not initially suspected or believed to have occurred, but during the course of an investigation the person conducting it reasonably forms the opinion that a serious breach of discipline may have occurred, the employee who is the subject of the investigation may then be suspended. Any decision to suspend will be confirmed in writing and such written Co-operative Retail Logistics (Disciplinary Procedure) 3 March 2006 confirmation will state that the nature of the suspension is precautionary, not disciplinary, pending the outcome of the investigatory proceedings. Depending on the circumstances of the case, the employee may be invited to attend an investigatory interview. If such an interview is held prior to a disciplinary hearing, the employee will be informed at the outset that the interview is an investigatory interview. The Society reserves the right to dispense with an investigatory interview and to proceed directly to a formal disciplinary hearing.