Candidate Support Pack - Scottish Qualifications Authority

• your terms of employment
• your pay and working conditions
• disagreements with co-workers
• discrimination
• not getting your statutory employment rights
• a disciplinary matter (including misconduct or poor performance)
If you tried to resolve your grievance informally and this approach did not work, you should
raise the matter formally. You should do this using your employer's formal procedures for
grievances.
Your employer should put their grievance procedures in writing. You should be able to find
these in one of the following:
• company handbook
• human resources (HR) or personnel manual
• HR intranet site
• employment contract
At the very least your employer must give you in writing the name of the person that you
can apply to, to seek redress (put the matter right).
To comply with the Code, your employer's grievance procedure is likely to include the
following steps:
• writing a letter to your employer setting out the details of your grievance
• a meeting with your employer to discuss the issue
• the ability to appeal your employer's decision
Writing to your employer — As soon as you believe you have a grievance, you should
write to your employer giving him or her details of your grievance. You may find it helpful
to say in your letter how you would like your employer to resolve the problem. You should
make sure your letter is dated and that you keep a copy.
Meeting with your employer — Your employer should arrange an initial meeting at a
reasonable time and place to discuss your grievance. You should make every effort to
attend the meeting.
Gather your thoughts before the meeting. Don't be afraid to write down what you want to
say — there is nothing wrong with reading this out at the meeting.
It is up to your employer to decide how the meeting will run. They will normally go through
the issues that have been raised and give you the opportunity to comment. The main
purpose of the meeting should be to:
• establish the facts
• find a way to resolve the problem
If at the meeting it appears that further investigation is needed, your employer should
consider pausing the meeting and arrange to finish it at a later date.
GC8N 22 — Laundry Operations Level 2 10.11