Resolution appeal
If the employee is dissatisfied with the outcome, they have a right to appeal. This also applies to cases where mediation has not secured agreement by all parties. They will need to state the grounds of the appeal clearly. This should include the basis on which they believe that the findings and actions to be taken to resolve the matter were wrong.
The employee should notify the head of people of their intention to appeal in writing, within five calendar days of either:
- receipt of the outcome notification
- confirmation from the mediator that mediation has not secured agreement
If the employee needs more time to provide any supporting information, this can be provided to the head of people after a further five calendar days.
A senior manager will hear the resolution appeal. This will be within a reasonable time. The senior manager will be either:
- the head of service from the service area concerned
- an individual at an equivalent or higher level
An HR representative and a note-taker or MS teams recording facility will be available.
The resolution manager may be required to attend. They will describe:
- the investigations
- considerations made
- reasons for the decisions they reached
The appeal meeting is not intended to re-hear the entire case or raising any new issues.
The appeal manager will consider the grounds the employee has put forward for the appeal. They will discuss the resolution the employee seeks. They will assess whether the conclusion reached in the resolution meeting was appropriate.
This will take place in person, following an adjournment. It will be confirmed in writing to both the employee and the manager.
This decision is final and marks the end of the resolution procedure.