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Formal Processes and Procedures

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In many cases, conflict is resolved to the satisfaction of all parties through effective early intervention by the Line Manager. However, there will always be some instances in which a more formal investigation is required where the informal approach has been unsuccessful, has been exhausted or where issues have arisen with no prior warning. Recognising the moment at which informal approaches to resolving disputes have failed and when a more formal investigation is required is an important decision that the Organisation must make.

In the event of a formal complaint, Tribunals will look to see that processes for handling complaints have been fair and equitable. In an increasingly litigious society it makes absolute sense to ensure as an Employer that any investigation is done absolutely correctly. Of course the statutory grievance procedures ensure that the Employer and Employee exhaust the internal process first in any complaint.

Having appropriate policies and procedures in place provide a framework which allows workplace issues and problems to be resolved. In addition, they allow the Employer to clearly set out what is acceptable in the Organisation and take action when these standards and rules are not adhered to. Policies and procedures should be in writing and in a format and language that is clear and easily understood. All Employees should receive a copy of the Organisation policies and procedures on the commencement of employment. All members of Management, Supervisors and Employee Representatives should be fully aware of these policies and procedures and adhere to their terms.