3.1 The University promotes an environment where all colleagues are able to perform at their best and feel supported to do so.
3.2 The University recognises that differences and disagreements do arise in the workplace from time to time.
3.3 The ability to discuss issues openly and respectfully is essential to the well-being of our people and the success of the University.
3.4 Wherever possible the informal resolution of differences is preferable but a formal process is sometimes required to enable all parties to work together to find a mutually acceptable resolution. The formal policy and procedure hence exists to support colleagues in both raising and responding to grievances.
3.5 A formal grievance can be difficult for all those involved and the University is committed to supporting all participants. The University expects those involved in grievances (whether in raising or responding to them) to do so objectively, calmly and with due regard to the Dignity at Work and Study policy and the Code of Practice on Unacceptable Behaviour.
3.6 The aim of the process, whether informal or formal is to enable staff to raise concerns without fear of reprisal, to have them respectfully listened to and seriously considered and to seek agreement on the best way forward to resolve the concern being raised.
3.7 The University believes that grievances should focus on perceived issues and behaviours and not the person or people concerned.
3.8 If an employee has particular requirements at any stage of the procedures because of a disability, or wishes to inform the University of any relevant medical condition, the employee should contact the appropriate Human Resources representative.
3.9 HR will provide training for managers regarding this policy and procedure and an HR Representative will be available to advise managers on the application of it.
3.10 Where the concern arises out of a different University Policy or Procedure such as the Flexible Working or Disciplinary policies the matter would normally be dealt with within the procedure set out within that policy, utilising the appeal mechanisms as appropriate. The grievance policy would not therefore normally be applied where the employee’s concerns have or could be considered under a separate appeals mechanism within other University policies or procedures.