Employee Relations: Grievance Policy and Dispute Resolution

Running head: EMPLOYEE RELATIONS
Employee Relations
Name of the Student
Name of the University
Author Note

1EMPLOYEE RELATIONS
Grievance Policy:
1. Introduction:
1.1. The Grievance Policy is a written policy in order to ensure that disputes and grievances on
the part of the employees can be dealt in accordance to formal complaints.
2. Purpose:
2.1 The Grievance Policy has been formulated for the purpose of enabling employees of the
Constellations Cafe to raise complaints in regard to the issues faced by them at workplace; it
ensures that the workplace issues and grievances are resolved timely. The policy is consistent
with the ACAS guidance on grievance and disciplinary.
3. Policy:
3.1 The policy has been implemented foe the purpose of providing structural framework relying
upon which employees of the Constellation Café can raise their dissatisfaction regarding the
functioning of the company.
3.2 The policy seeks to ensure that the grievances and the employee disputes are addressed
timely and are kept confidential.
4 Responsibilities of the Employees:
4.1. The employees of the Constellation Café are responsible to raise the grievance formally
immediately to their line manager as soon as the issue appeared.
4.2. To provide sufficient evidence for their case by making a list of all the incidents those were
associated with such grievance.
4.3. To seek the advice and assistance of the trade union whenever necessary.

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5. Responsibilities of the Managers:
5.1. To resolve the issue by emphasizing upon t to the highest degree possible.
5.2. To listen actively to the grievances placed by the employees and evaluate those in the
perspective of the employees of the Constellation Cafe and in such process shall recognize that
no grievance is trivial on the part of the employee raising it.
5.3. Promoting the benefits of the Employee Assistance Program whenever necessary.
5.4. The policy shall be effectively applied by both Jane and Jim in the workplace wherever
appropriate.
6. Procedure:
6.1. The initial steps that needs to be taken:
6.1.1. If any employee raises a grievance, then at the beginning he/she should try to resolve the
issue formally. It can be further recommended that the individual against whom the grievance
has been developed should be resolved by talking to the concerned person personally. Again if
such process seems to be uncomfortable, then the employee should consult his/her line
manager or a representative of the trade union whenever necessary.
6.1.2. The representative shall help the employee in resolving such issue as early as possible.
6.1.3. If the aggrieved party is not comfortable to approach the individual directly then the line
manager can intervene in between by acting as mediator between the parties.
7. Contracting the concerned person and the procedure and information:
7.1. Firstly, the grievance must be informed to the HR. After hearing the concerned grievance,
the HR manager will look forward to the issue and try to resolve it as soon as possible.

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7.2. After obtained relevant information, the manager shall consult with the HR and investigate
the facts of the issue and resolve it on time.
8. Outcome:
8.1. If any employee of the Constellation Café does not agree to the outcome, then he/she can
present an appeal against the outcome of the grievance however; it must be done within five
working hours after receiving the letter.