Guide to managing appeals
Our Guide to Managing Appeals supports managers and HR professionals by providing a structured process for handling employee appeals efficiently and fairly.
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
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Disciplinary Appeal: When an employee contests a disciplinary action taken against them.
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Grievance Appeal: When an employee is dissatisfied with the outcome of a grievance they raised.
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Redundancy Appeal: When an employee challenges the decision or process of their redundancy.
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Dismissal Appeal: When an employee appeals against their termination from the organisation.
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Performance Review Appeal: When an employee disputes the evaluation of their performance review.
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Pay and Benefits Appeal: When an employee contests decisions regarding their pay or benefits.
General Steps for Managing Appeals
1. Acknowledge the Appeal
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Receipt Confirmation: Acknowledge receipt of the appeal in writing promptly, specifying the date it was received.
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Clarify Process: Outline the appeal process, including timelines and what the employee can expect.
2. Review the Appeal
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Appoint an Independent Reviewer: Assign someone who was not involved in the original
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What is this for?
The Guide to Managing Appeals provides comprehensive instructions for handling employee appeals within an organisation. It outlines the essential steps and best practices to ensure a fair, transparent, and consistent process. This guide covers everything from initial receipt of an appeal to the final decision, including documentation, timelines, and communication protocols.
By following this guide, employers can effectively address grievances, maintain legal compliance, and uphold organisational integrity. It aims to foster trust and confidence in the appeals process, ensuring that employees feel heard and respected while protecting the organisation from potential disputes.
