Guide to managing appeals

Handling appeals is a critical process that ensures fairness and transparency within an organisation. This guide provides a structured approach to managing various types of appeals, including disciplinary, grievance, redundancy, and dismissal appeals, among others.

Types of Appeals

• Disciplinary Appeal: When an employee contests a disciplinary action taken against them.

• Grievance Appeal: When an employee is dissatisfied with the outcome of a grievance they raised.

• Redundancy Appeal: When an employee challenges the decision or process of their redundancy.

• Dismissal Appeal: When an employee appeals against their termination from the organisation.

• Performance Review Appeal: When an employee disputes the evaluation of their performance review.

• Pay and Benefits Appeal: When an employee contests decisions regarding their pay or benefits.

General Steps for Managing Appeals

1. Acknowledge the Appeal

• Receipt Confirmation: Acknowledge receipt of the appeal in writing promptly, specifying the date it was received.

• Clarify Process: Outline the appeal process, including timelines and what the employee can expect.

2. Review the Appeal

• Appoint an Independent Reviewer: Assign someone who was not involved in the original decision to review the appeal.

• Gather Information: Collect all relevant documents, records, and statements related to the original decision.

3. Schedule an Appeal Meeting

• Invite the Employee: Schedule a meeting with the employee to discuss their appeal. Provide adequate notice and inform them of their right to be accompanied by a colleague or union representative.

• Prepare Questions: Prepare questions to understand the grounds of the appeal and gather additional information if needed.

4. Conduct the Appeal Meeting

• Objective Hearing: Ensure the meeting is conducted impartially. Allow the employee to present their case fully.

• Review Evidence: Discuss and review the evidence presented by both parties. Ensure all relevant information is considered.

5. Deliberate and Make a Decision

• Objective Deliberation: The independent reviewer should consider all the evidence and determine whether the original decision was fair and reasonable.

• Document the Decision: Record the decision-making process and the rationale for the final decision.

6. Communicate the Outcome

• Written Notification: Communicate the outcome of the appeal in writing to the employee, detailing the reasons for the decision.

• Next Steps: Inform the employee of any further steps or actions that will be taken, if applicable.

7. Implement the Decision

• Take Action: Implement any changes or actions resulting from the appeal decision promptly.

• Follow-Up: Ensure follow-up actions are completed, and the employee is supported during any transition or change process.

Specific Considerations for Different Types of Appeals

Disciplinary Appeal

• Review Policy Compliance: Ensure the disciplinary process followed company policies and employment laws.

• Consistency: Check for consistency in disciplinary actions across similar cases.

Grievance Appeal

• Objective Review: Review the original grievance investigation to ensure it was conducted fairly and thoroughly.

• Resolution Options: Consider alternative resolutions or mediation if appropriate.

Redundancy Appeal

• Redundancy Criteria: Reassess the criteria used for selecting employees for redundancy.

• Alternative Roles: Explore possibilities for redeployment within the organisation.

Dismissal Appeal

• Reasonableness: Re-evaluate the reasons for dismissal to ensure they are justified and supported by evidence.

• Procedural Fairness: Confirm that the dismissal process adhered to fair procedures and legal requirements.

Performance Review Appeal

• Performance Metrics: Review the performance metrics and feedback provided during the review.

• Objective Assessment: Ensure the performance evaluation was objective and free from bias.

Pay and Benefits Appeal

• Pay Structure: Verify the pay structure and ensure the employee's compensation aligns with company policy and market standards.

• Benefit Entitlements: Review the employee's entitlements and any discrepancies raised.

Conclusion

Managing appeals effectively requires a transparent, consistent, and fair process. By following these guidelines, employers can ensure that all appeals are handled professionally, maintaining trust and integrity within the organisation.