- It is important that if you feel dissatisfied with any matter relating to your employment, you should have an effective means by which such a grievance can be aired and, where appropriate, resolved.
- Nothing in this procedure is intended to prevent you from informally raising any matter you may wish to mention. Informal discussion can frequently solve problems without the need for a written record. However, if you wish to raise a formal grievance you should normally do so in writing from the outset.
- If you have been unable to resolve the matter informally and wish to raise a formal grievance you should raise the matter with your line manager, in writing, explaining fully the nature and extent of your grievance.
- You will then be invited to a meeting at which your grievance will be investigated fully. Where possible, the meeting will be conducted by a manager who is not the subject of your grievance to ensure impartiality.
- You have the statutory right to be accompanied at the grievance meeting by one companion of your choice. The companion may be:
- A fellow worker employed by the company
- A trade union representative
- You have the statutory right to be accompanied at the grievance meeting by one companion of your choice. The companion may be:
- A trade union official who has been certified by their union as having experience or training in acting as a worker’s companion at grievance hearings
The companion may address the meeting to put your case, sum up your case, respond on your behalf to views expressed at the meeting, and confer with you during the meeting. However, the companion cannot answer questions on your behalf. Please notify us in advance if you intend to be accompanied to assist with arrangements.
If your chosen companion is not available at the time we propose for the meeting, and you propose an alternative time that is reasonable and falls within 5 working days of our proposed date, we will postpone the meeting to your proposed time.
- We will conduct a reasonable investigation into your grievance, which may include interviewing witnesses, reviewing relevant documents, and gathering other evidence as appropriate. You will be kept informed of the progress of the investigation.
- You will be notified of the decision, in writing, normally within ten working days of the meeting, including your right of appeal.
- If you wish to appeal you must inform a director in writing, within five working days of being notified, setting out the specific reasons for your appeal.
- Following the appeal meeting you will be informed of the final decision, normally within 10 days of receipt of your written appeal, which will be confirmed in writing.
- If you have a disability, we will consider what reasonable adjustments may be needed to ensure you can participate fully in the grievance process. This may include adjustments to the meeting format, timing, location, or providing additional support. Please inform us of any adjustments you may need when you submit your grievance.
This procedure applies to all organisations within the Rinova Group. For the avoidance of doubt, where ‘Rinova Ltd’ is referenced this shall be understood to also apply to Rinova Community CIC and Rinova Malaga S.L.
Date Created: 01/12/2015
Last Review: 01/09/2025
Next Review: 01/09/2026
This policy has been reviewed and approved by the Board of Rinova Ltd.Richard Parkes, Chair and Director.