Underwood Carpenter Employee Handbook - Latest 02 11 16

agreement that mediation could add value and are willing to participate, mediation may be
considered.
Grievance Procedure
It is the Company’s policy to ensure that if you have any work related problems, they can be
discussed openly with your Manager or a Team Mentor. The Company believes that it is in the
interest of all involved to try and resolve matters quickly and informally wherever possible and will
encourage open and honest discussions between those affected to help resolve any concerns you
may have.
If the problem remains unresolved or is of a more serious nature that cannot be addressed
informally, such as sexual harassment for example, there is a formal 3 step procedure for grievances
or complaints:
1. The written statement
2. The meeting
3. The appeal
Step 1
In accordance with the grievance procedures you should set out the details of your
grievance/complaint in writing and give it to your Manager or a Director. Once received, you may
be asked if you wish to resolve it informally in the first instance before step 2 of this process is
initiated.
Step 2
You will be invited in writing to attend a meeting to discuss your grievance. The meeting will be
arranged as soon as reasonably practicable and normally within 5 working days of receiving your
written statement.
At the meeting you have the right to be accompanied by a colleague or an accredited trade
union representative or a union official who has been approved by the union to act as a
companion for you. Your companion will have the right to address those present but they will not
be able to answer questions on your behalf or to otherwise represent you.
Should your chosen companion not be available on the date or time designated by the Company
a further date and time will be arranged. No delay for the hearing to take place will normally be
permitted in excess of 5 working days.
At the meeting the Investigating Manager will give your grievance full consideration and then will
notify you in writing of their decision.
Step 3
If you are unhappy with the decision you have the right to appeal. You should set out the grounds
of your appeal in writing within 5 working days of receiving the written decision from step 2 of this
procedure.
You will then be invited in writing to attend a meeting to discuss the appeal. After the meeting you
will be advised in writing of the Company’s decision, this decision will be final.
Mediation
There may be circumstances where the Company envisages that it could be beneficial and
financially viable to propose using mediation to help resolve any underlying conflicts. Mediation is
not suitable in all circumstances and will not be used as a means of managing an employee where
the disciplinary process is the appropriate method of doing so; however, where both parties are in
agreement that mediation could add value and are willing to participate, mediation may be
considered.
Employee Handbook Issue Date: November 2016
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