Final Report of the Morris Inquiry: The Case for Change

THE CASE FOR CHANGE
grievance, the officer or staff member in question must fill in a form, outlining the
issue he or she wishes to raise. It is intended that all employment related concerns
should be capable of being raised under FAW.
“There are no ‘rules’ about what the matter may or may not concern. Any member of staff
who feels that they have not been treated fairly or appropriately by a colleague, manager or
other member of MPS staff may use the policy.” (MPS’ Fairness at Work policy.)
4.57 This leads to the appointment of a Fairness at Work Advisor (FAWA) who, in
the MPS, is independent of previous attempts to resolve the issue, although under
the national guidelines may be the Originator’s line manager.
4.58 The FAWA must examine the circumstances of the concern raised, with
a view to resolving it, and produce a report. If the Originator is not happy with
the result of this process, he or she may appeal to a Fairness at Work Appeal
Advisor (FAWAA), who will look at the matter afresh. The MPS has trained 330
FAWAs and FAWAAs.
4.59 Tight time limits are intended to apply to the process, so that the entire FAW
procedure is normally to be completed in less than 28 days. The evidence we have
received suggests that the normal timetable may be the exception rather than the
rule and the MPS acknowledges that timescales for dealing with cases are often
breached.
4.60 We have received a large volume of evidence, both written and oral, in relation
to FAW. The policy is relatively new and our witnesses have been divided in their
views. The prevailing organisational view seems to be that FAW is a valuable new tool.
“I believe the new procedure represents a major improvement, which commands greater
confidence. While it is too early to make a definitive judgment based on long experience,
it is already apparent that real benefits are being derived from the new system.”
(Submission from the Commissioner, Sir John Stevens.)
“The relatively new Fairness at Work policy seems to be having a significant effect in early
resolution of conflict. This is undoubtedly because of the impact of mediators from outside
line management.”
(Submission from the Metropolitan Police Superintendents’ Association of England and
Wales (PSAEW).)
“… the majority of the cases thus far have actually been resolved to the satisfaction of the
originator. I cannot recall the percentage off the top of my head, but it is very high.”
(Evidence of George McAnuff, Fairness at Work Co-ordinator, MPS.)
“The new Fairness at Work policy and procedures adopted by the MPS appear to be
delivering results, although it is still early in their development across the organisation.”
(Submission from Lord Harris, former Chair of the MPA)
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