Focus Training (SW) Ltd :: Grievance Procedure

Grievance Procedure

Learner Grievance Policy

The grievance procedure enables Focus Training to ensure that any problems, complaints or concerns raised by its learner’s are dealt with in a fair, timely and consistent manner.

1. Informal

If you have a grievance or complaint regarding

1.1 your training

1.2 your health and safety

1.3 a breach of your statutory rights or

1.4 any other issue affecting your training,

You should first talk the matter over on an informal basis with your training consultant. He/she will discuss your concerns with you and attempt to resolve the matter within a reasonable timescale.

2. Formal

If you feel that your grievance has not been resolved or cannot be settled informally, you should:

2.1 write to the Managing Director Jamie Rail or Jackie Lowrie Business Development Manager about the issue.

2.2 You will then be invited to attend a meeting to discuss the grievance; you must take all reasonable steps to attend this meeting.

2.3 The Managing Director will consider the matter carefully and communicate the outcome to you in writing within five working days.

3. Appeal

If you feel that your grievance has not been satisfactorily resolved, you have the right to raise an appeal.

3.1 Your request for an appeal should be submitted to the Curriculum Manager Mark Down, in writing within five working days of you receiving written confirmation of the outcome of the formal grievance meeting.

3.2 A further meeting will be arranged so that you can discuss your grievance appeal with Mark Down.

3.3 The outcome will be communicated to you in writing within five working days. Decisions made at this point are final and the grievance procedure is concluded.

Confidentiality

4.1 Grievances will be handled with as high a degree of confidentiality as is practicable.

4.2 Confidential records of the grievance will be kept in the learners personnel file in accordance with Data Protection legislation. Copies of meeting notes will be provided to the learner, although the Company reserves the right to withhold certain information (e.g. to protect a witness).

Special Cases

i. Where a grievance relates to a disciplinary matter, both can be dealt with concurrently.

ii. Where a grievance is raised during the disciplinary process, the disciplinary process may be suspended so the grievance can be dealt with first.

iii. Cases relating to assessment practice, alleged bullying, harassment or whistle blowing are dealt with in separate policies.

You have the right to be accompanied, if you wish, by a friend or colleague at any grievance and appeal meetings. If your chosen companion is not available at the proposed time, you may request that the meeting is postponed for up to five working days in order that they can accompany you.

Where possible, the different stages of the procedure will be handled by different competent company personnel. However, where this is not practicable, an outside Mentor may handle some stages and he/she will act as impartially as possible.

Please note that where timescales are specified in this procedure, they may be extended by mutual consent if necessary.