What Is The Grievance Procedure In The UK
What Is The Grievance Procedure – Solicitors; Are you an employer asking yourself ?what is the correct grievance procedure that should be in use within your organisation? in the UK? There is no specific grievance procedure that is required to be used within businesses in the UK however it is extremely important to have a grievance and complaints procedure in place that is clear and readily available to your employees and the highly skilled professionals at Michael Lewin Solicitors could assist with the drafting and implementing of this into your organisation.
On November 28 2012 Pay and Benefits Magazine published an article outlining the employment tribunal case of George v Duffy  All ER (D) 335 (Oct).
The article informs us that "The claimant employee G worked for the same employer as the defendant employee D. G brought a claim in the employment tribunal against D and the employer alleging that D had embarked on a course of sexual harassment over a number of months. Those allegations included that D had sent her suggestive text messages and had given her a sex toy. The employer compromised the claim against it prior to a hearing and took no further part in the proceedings. The claim against D proceeded to hearing. G did not attend the hearing but asked that her witness statement be taken into consideration. D did not deny the allegations concerning the text message or the gift but maintained that his conduct had been banter which had been well received and that G was "planning to bring him down". The tribunal found in G’s absence that D had unlawfully harassed her. D appealed."
Are all of your employees fully aware of what is the correct grievance procedure to be used if they have issues within your workplace in the UK? The highly qualified and experienced legal professionals at Michael Lewin Solicitors could provide guidance and assistance to your company with regards to the drafting of clear policies and procedures to be used when employees have a grievance or complaint to ensure that it is resolved quickly and effectively without the risk of the building into a dispute that could potentially lead to legal action being brought against your business.
The above-mentioned article explains that the issue involved was that "D submitted that the tribunal had not been entitled to make adverse findings against him without the attendance of G for cross-examination. He claimed that the only permissible course in G’s absence had been to dismiss the complaint. The appeal would be dismissed."
It is explained that "The tribunal had not been bound to dismiss the case because G had not attended. It was plain that r 14 (2) and (3) of the ET rules were sufficiently wide to permit the tribunal to take in evidence such as a second-hand or hearsay evidence with in witness statement form or other form even though the maker was not available for cross-examination."
If you would like to know more about what is the best grievance procedure to be used within your business in the UK you should make a no obligation call to the employment and commercial law specialists at Michael Lewin Solicitors for advice guidance and assistance that will produce the risk of misunderstandings and disputes arising within your company on: 0113 200 9720.
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