Principles
Enabling individuals and the organisation to operate effectively is a priority.
Managers and employees should raise and deal with issues in a prompt manner. We will undertake any investigations to understand the concerns and issues raised.
Employees will provide full details of the nature of their concerns, including:
- dates and times of relevant events
- names of any witnesses
- action taken to resolve issues
We will inform the subject of the details of the concerns raised against them.
In exceptional circumstances only, full disclosure may be withheld where it was felt there was a risk of harm. For example, safeguarding issue or domestic violence. Non-disclosure would need assistant director approval and, or third party advice. For example, police or local authority designated officer.
It is essential to ensure that all parties have the opportunity to state their case. They must provide their evidence of the facts under investigation.
We will take steps to protect and support all parties during the process. Any acts of victimisation will result in disciplinary action taken against the perpetrator
We recognise that work relationships can break down. We are committed to supporting all parties in an attempt to restore relationships.
We require employees to identify the outcome(s) that they are seeking. This will help reach a resolution
One or more employees may request a formal resolution under this policy. The group may choose to select one or more from the group to represent them.
An employee may request a formal resolution for one or more issues or employees.
If employees wish to raise concerns about malpractice at work, they can refer to the whistleblowing policy.
The resolution procedure is not for use where a process is already underway and/or specific appeal provision exists, such as:
- disciplinary, capability, sickness absence, redundancy etc.
- flexible retirement or working
- job evaluation or grading decisions
We will deal with complaints raised by employees against elected members as set out in the Constitution. In particular, the protocols on:
- elected member and officer relations
- harassment, intimidation and unacceptable behaviour