Guide to grievance management obligations and timeline
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Why this guide is necessary
The guide
Specifications
This guide provides employers with a clear roadmap for handling employee grievances, promoting fairness, compliance, and a positive work environment.
Why this guide is necessary
The purpose of this guide is to provide employers with a structured framework for effectively managing employee grievances. It outlines the stages, tasks, and timeframes involved in addressing and resolving grievances in a fair and timely manner.
By following this guide, employers can ensure compliance with employment laws, promote transparency, and foster a positive work environment through the proper handling of employee concerns.
Specifications
5 mins
158 words, 1 page A4
1 November 2024
Guide to grievance management obligations and timeline
| Stage | Task | Timeframe |
| 1 | Receipt of Grievance | Within 5 working days |
| 2 | Initial Assessment and Investigation | Within 10 working days |
| 3 | Informal Resolution or Mediation (if applicable) | Within 15 working days |
| 4 | Formal Grievance Meeting | Within 20 working days |
| 5 | Investigation and Fact-Finding | Within 25 working days |
| 6 | Grievance Outcome Meeting | Within 30 working days |
| 7 | Appeal (if applicable) | Within 35 working days |
| 8 | Final Decision and Conclusion | Within 40 working days |
| 9 | Record Keeping and Documentation | Throughout the process |
| 10 | Communication and Follow-up | Ongoing as necessary |
Timeframes are approximate and can vary depending on the complexity of the grievance and individual circumstances. Employers should adhere to the principles of fairness, promptness, and thoroughness when managing grievances, ensuring compliance with relevant employment laws and regulations.
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