At The Man In The Moon we aim to have a team of well-motivated, highly skilled and professional team. However, there may be times when a crew member has issues or concerns about their working conditions or other aspects of their employment.
When such issues arise, we encourage crew members to discuss them with us as soon as possible so that they can be quickly resolved. Grievances left unaired lead to an unmotivated team and a poor working environment.
All crew members have the right to raise a grievance about issues that arise from their work and affect them as an individual, and should follow the procedures set out in this policy.
If the concerns relate to safeguarding issues, the crew member should follow the procedure set out in our Safeguarding policy.
Stage 1: Informal grievance procedure
In the first instance, the crew member of staff should raise the issue with us. If the grievance is a relatively minor one, we will try to resolve the matter through informal discussions.
Stage 2: Formal grievance procedure
If the informal discussion does not resolve the grievance to the satisfaction of the crew member, the next step is to write advising that they intend to invoke the formal grievance procedure. The written notification should include the following details:
A statement that the crew member is invoking the formal grievance procedure.
The nature of the grievance, giving the background to the issue, any relevant facts (including dates) and the names of any other parties involved.
Any steps that have been taken on an informal basis to address the concerns.
The crew member's opinion on what their desired outcome would be.
The crew member can have a representative submit the grievance on their behalf if they wish.
Within five working days of receiving the grievance, we will reply in writing, acknowledging receipt and inviting the crew member to attend a formal grievance meeting. The meeting will normally take place within ten working days of receipt of the written grievance
The crew member has the right to be accompanied at the meeting by a work colleague or a union representative. We will be represented by Paul Branch or Sheila Laughton.
The purpose of the meeting is to hear the full facts of the situation, and to attempt to resolve the grievance in a mutually acceptable manner. If necessary, a second meeting may need to be arranged in order to gather more evidence.
Paul Branch or Sheila Laughton will determine the outcome of the grievance. They may reject the grievance, or may uphold the complaint and identify what steps will be taken to resolve it.
Within ten working days of the grievance meeting, Paul Branch or Sheila Laughton will inform the member of staff in writing of the outcome of the grievance, including the reasons for the decision and, where appropriate, details of any steps taken or further actions required to address their concerns, as well as their right to appeal.
If the crew member feels that their grievance has not been satisfactorily resolved, they may appeal in writing within five working days, stating their grounds for appeal. The appeal will normally take place within ten working days of receiving the written request for an appeal. Where possible, someone who was not involved in the original grievance, will hear the appeal and make an impartial and final decision.
The crew member has the right to be accompanied to the appeal hearing by a colleague or a union representative.
Within ten working days of the appeal hearing, Paul Branch or Sheila Laughton will inform the crew member in writing of the outcome of the appeal hearing.
The crew member will also be advised of their right to seek advice from ACAS, other professionals and their trade union if they are not satisfied with the outcome of the grievance meeting or the appeal hearing.
Overlapping grievance and disciplinary cases
If a crew member raises a grievance during a disciplinary process, the disciplinary process may be temporarily suspended in order to deal with the grievance. However, if the grievance and disciplinary cases are related, Paul Branch or Sheila Laughton may choose to deal with both issues in parallel.
False or repeated grievances
If a crew member raises a grievance that, through investigation, proves to be malicious they may find themselves subject to disciplinary action.
A crew member cannot raise the same grievance within 12 months of the resolution, outcome or withdrawal of the original grievance.
Adopted: 7 May 2020
Review Period: 24 months