Neasa MacErlean
Eight tips on how to deal with grievance proceedings:
n Understand that there are two main reasons to trigger the grievance system: a dispute with a colleague or dissatisfaction with a management decision.
n Resist going down this formal route just because someone gets on your nerves. You will find it hard to work with that person again. They will never trust you – and colleagues could see you as breaking ranks.
n Saveyour fire for the really serious issues such as annual appraisals where you lose out on a pay rise when your boss marks you down.
n Work out beforehand how you want the situation resolved. No one will respect you if you are just there to whinge. A grievance is an opportunity to negotiate. Decide on your optimum solution and then have a fall-back position.
n Never rely solely on your own judgment. Have a confidant who will give you objective criticism. Despite the potential cost savings, lawyers rarely represent themselves or their nearest or dearest because they know their outlook is biased. Get someone to accompany you, such as a union rep or colleague.
n Prepare your case in detail by writing it down. In the heat of the moment you can forget your most salient points.
n Think again if your boss doesn’t respond. Perhaps you can speak to someone else – another manager or personnel officer. Keep note and decide how you will respond when the post- mortem takes place.
n Find out about other procedures for specific complaints. Firms are so terrified of sexual harassment and bullying claims that many have separate arrangements for these allegations.