Rbs staff grievance procedure

Rbs mental faculty score procedureINTRODUCTIONGrievance is a flush held by a piece of round against the RBS as an employer, including a grievance against a nonher member of staff acting on behalf of the RBS. The grievance procedure ceremonious by RBS does non apply to collective disputes neither it entertains disputes between members of staff in their private capacities. These procedures mean a ground for rush against an action taken by another member of staff of the employer acting under the authority of management. RBS Grievance procedures consist of several stages. Throughout all stages of the procedure, every attempt is do to settle the matter by conciliation and negotiations. phase 1 INFORMAL DISCUSSION1. A member of staff when thinking of raising a grievance should try to resolve the matter by a direct approach to the person under the authority usually a Line Manager. www.worthingtonslaw.co.ukfSTAGE 2 ONE ON ONE WITH LINE MANAGER2. If the matter after informal discu ssion remains unresolved, the aggrieved he or she should request a ain consultation with their line manager.STAGE 3 IN WRITING3. Then the request shall be made in writing or should be lodged on a Internal Operational Complaint system and shall specifythe grounds for the grievanceSuch other background information as may look relevant and useful.4. The line manager shallIf appropriate seek the advice of the Human Resources division or should consult his supervisor or Manager.Should meet the aggrieved staff within vanadium working days.Aggrieved staff and the line manager shall have a copy of the written request or the reference number for the lodged complain. (Marson Business Law)5. Another member of the staff as a witness if required can accompany the aggrieved staff at the hearing with line manager.6. Line manager should then bring through the report of the meeting or minutes of the meeting or hearing and stake it to HR or in encase if HR department is not involved or cons ulted for advice should keep it as a record book.Please note In the case of a grievance against a line manager, this initial hearing shall be with the appropriate Head of Department.STAGE 3 INFORMING AND MEETING THE HEAD OF DEPARTMENT7. If the matter still remains unresolved and is not in hands of line manager, the aggrieved staff then requests a meeting with the Head of Department. The copy of request shall be sent to Head of Department or the lodged complaint print as a request for meeting.8. The Head of Department then arranges the meeting within ten working days of receiving the request.9. He shall also then obtain a copy of the written report of the initial meeting or hearing with line manager and if any relevant papers or documentary proofs from the line manager.10. One of the Human Resources department members should be present at the meeting with Head of Department to keep a written record of the hearing.11. Even, while meeting the Head of the Department, another member of the staff as a witness (if needs) may accompany the aggrieved staff on his hearing with Department Head.12. After the hearing, the Head of Department shallwrite to the member of staff to record the outcome of the hearingcopy the letter to the line manager, Head of Human Resources and to the immorality chancellorPlease Note In the case of a grievance against the Head of Department the hearing shall be with a master unrighteousness Chancellor.STAGE 4 APPEAL TO THE VICE CHANCELLOR13. If the aggrieved staff wishes to raise the grievance against the decision of the Head of Department she or he may appeal to the Vice Chancellor. But, the appeal should be made within five working days of receiving the letter from the Head of Department.14. A full written statement of the grievance should be submit to the Vice chancellor which shall bea comprehensive background and the facts of the grievance and the issue raised and should attach the relevant supporting documents and in case of the me mber of the staff witnessed, his or her statement and complete detail.15. The Vice Chancellor then will copy the written statement and any supporting documents and send it to the member of staff against whom the grievance has been raised.16. The member of staff will be given ten working days within which to submit written declaration or justification against the issue rose, which will then be submitted to the aggrieved member of staff.17. If the justification is not satisfactory enough or the aggrieved staff does not fit out with then a meeting is held with ten days with Vice chancellor holds a hearing with both the member of staff, aggrieved and the one against whom the grievance is made.18. The Vice Chancellor may delegate this stage of the procedure to the appropriate Pro Vice Chancellor. The conduct of the hearing shall beBoth the aggrieved member of staff and the member of staff against whom the grievance is made.if any facts are in dispute, either or both parties may nominat e witnesses and they can accompany them in the hearing but they should be the member of the staff only.19. The decision of the Vice Chancellor will be the final say in the case and will be notified to the member of staff within five working days of the hearing.Please note If the grievance is against the Vice Chancellor personally the aggrieved member of staff may submit a written statement of grievance to the Chairman of the Board of Governors through the Secretary to the Board. The Chairman if decides after examining the statement can carry out investigation and if not then declines the request.CONCLUSIONRBS follows these 4 stages as their grievance procedure and throughout all the stages, the people in authority i.e. Line Managers, Head of Department, HR, Vice Chancellor, Pro Vice Chancellor and Chairman of the Board tries their level best at their stages to resolve the grievance raised by the aggrieved staff.Referencehttp//www.worthingtonslaw.co.uk/downloads/EmployeeDismissal.pdf Marson Business Law http//www.oup.com/uk/orc/ salt away/9780199544455/resources/updates/statutory_dismissal.pdf