Candidate Support Pack - Scottish Qualifications Authority

10.12
You have a statutory (legal) right to take someone to the meeting with you. This could be a
colleague or a trade union representative or official.
This person can:
• present and/or sum up your case
• speak on your behalf
• speak to you during the hearing
However, your companion cannot answer questions on your behalf. They are protected
from unfair dismissal or other mistreatment for supporting you.
After the meeting your employer should write to you with their decision without any
unreasonable delay. They should set out, where appropriate, what action they intend to
take to resolve the grievance.
The basic principles of fairness should be followed although they may need to be adapted
to suit the organisation. The ACAS Code does not apply to every situation — eg
redundancy dismissals or the non-renewal of fixed term contracts when they come to an
end.
Employers and employees should raise and deal with issues promptly and should not
delay meetings, decisions or confirmation of those decisions without good reason.
Appeals — If you are not satisfied with the decision your employer has reached on your
grievance, or think the procedure was flawed, you should be able to appeal the decision.
In this and other situations, grievance procedures can be complicated and if you need
help, it should be sought as quickly as possible because sometimes action must be taken
within a limited period of time.
There are also procedures for mediation, conciliation, arbitration, counselling and
Employment Tribunals.
Further information can be found at the ACAS website or at www.direct.gov.uk.
1 ACAS is the Advisory, Conciliation and Arbitration Service. Its guide to the Code
Discipline and Grievances at Work — The ACAS Guide can be downloaded from the
ACAS website at www.acas.org.uk. The ACAS Code is designed to help employers,
employees and their representatives deal with disciplinary and grievance situations in the
workplace.
GC8N 22 — Laundry Operations Level 2