GRIEVANCE POLICY

 

1.      Purpose of the Policy
This policy outlines the process employees can follow to raise concerns or grievances related to their employment in a fair, transparent, and timely manner. It applies to all employees working for the club, including those employed on a part-time or casual basis.

 

2. Scope of the Policy
This grievance policy covers workplace concerns such as:

  • Working conditions.

  • Treatment by colleagues, managers, or supervisors.

  • Breach of company policies.

  • Concerns related to discrimination, harassment, or bullying.

 

3. Informal Resolution
Employees are encouraged to raise concerns informally with their line manager where possible. Many issues can be resolved quickly through open communication. Informal discussions should take place within a week of the issue arising.

 

4. Formal Grievance Process
If the issue is not resolved informally or the employee feels uncomfortable addressing it informally, they may raise a formal grievance:

 

Step 1: Submit a Written Grievance

  • The grievance must be submitted in writing to the line manager or designated HR contact

  • Include details of the issue, relevant dates, and any supporting evidence.

Step 2: Acknowledgment and Investigation

  • The grievance will be acknowledged within five working days.

  • An impartial investigator will review the issue, gather evidence, and speak with relevant parties.

Step 3: Grievance Meeting

  • A meeting will be scheduled to discuss the grievance, usually within 10 working days of the complaint being raised.

  • The employee has the right to be accompanied by a colleague during the meeting.

Step 4: Outcome and Decision

  • A written response, including the outcome and any actions to be taken, will be provided within five working days of the meeting.

  • If the employee is dissatisfied with the outcome, they may appeal.

 

5. Appeals Process

  • Appeals must be submitted in writing within five working days of receiving the grievance decision.

  • The appeal will be reviewed by a senior manager not involved in the original investigation.

  • A final decision will be communicated in writing within 10 working days of the appeal meeting.

 

6. Confidentiality
All grievance matters will be treated with the utmost confidentiality. Information will only be shared with those directly involved in resolving the issue.

 

7. No Retaliation
Employees raising grievances in good faith will not face any form of retaliation or discrimination.

 

8. Time Commitment and Nature of Work
Given the part-time nature of employment (1–2 hours per week), meetings and grievance investigations will be scheduled at mutually convenient times, ensuring minimal disruption to the employee’s primary commitments.

 

9. Contact Information
For further guidance or to raise a grievance, employees should contact their line manager or the designated HR contact.

This policy is designed to ensure that employees feel supported and valued, fostering a positive working environment for all.