Grievance

[Wanttorunaway101]

So found out today someone in my team is raising a grievance against me.

Pretty upset at the moment. Only managed a team for a short while (7 months) and have tried to do all I can to support them and then get hit by this. Have a small team of 5 people.

Anyone else been in this situation and have any advice?

[OrangeZog]

Are you in the union?

[Wanttorunaway101]

No, not in a union. Tried to contact ACAS but they were closed as it was after 6pm I was told

[Krazynights34]

Do you know what you are accused of?
Did you do it, even inadvertently?
I’ve been through formal proceedings in work, as investigator in a few occasions and note taker on another and one where I was accused of not explaining a policy properly,
I managed a small team in the latter case and in the end nothing of significance happened.
I suppose if you know what the issue is, collate any evidence you have, stay calm and professional and be honest.
Sometimes it’s a storm in a tea cup where someone doesn’t even understand how serious a grievance actually is but lashed out.

I suppose before I’d say anything else.. can you give us more details?

[Election2019]

Ok, in that case take a trusted colleague in with you to take notes and support you.

Is this a Fact Finding meeting?

[Hingeandbracket]

I had no choice but to raise a grievance when work started trying to mange me out of my job. In my case it was just a tick box excercise. Work (former work now) rejected the grievance and my appeal - I knew they would - they had no choice just as I had no choice in raising it.

The question I always ask myself is "what outcome are they looking for?" In my case it was to fire me as cheaply as possible. I was able to ensure that it cost them quite a lot.

[Wanttorunaway101]

The team member is claiming I have not been supportive over some issues she has has this year (mainly childcare related)

It has unfortunately come to a head this week as the team member asked for a 3rd working from home day this week as their child has been ill for 2 days (which I granted as we are allowed 2 days as per company policy, as long as agreed with direct line manager) child was better and had returned to school, but she asked for an additional day as she was starting to feel tired from caring for her child. I unfortunately had to decline as 1 other team member had leave and another was already planned to be at home.

I know the person in question has not been in happy in their role for a while as they have previously confided in me that they were thinking of looking for something else either internally or externally.

[Girlattheback]

As a manager you were sticking to company policy in number of permissible days childcare and then maintaining staffing levels in your office. You were doing your job, she sounds very unreasonable.

I can’t see any reasonable company upholding her grievance.

[cherish123]

I haven't worked in an office for years and don't know your firm's policies but I would not think she has a leg to stand on. You can't ask to work from home because you are tired and complain because you are refused 🙄. I don't have an issue with her asking but it wasn't feasible and that's that. You gave her her parent days.

[Election2019]

Make sure you take the policies in with you and remember to say if you need to adjourn the meeting.

Also, read through the minutes afterwards and if you disagree or want something added make that clear.

[Girlattheback]

Just wanted to add, she may not actually raise a grievance, just be threatening you. Some employees are like that.

In case she has, evidence gather, be prepared. How many childcare days has she had, how many impromptu days wfh? Has she used all her holiday? Are there any other issues with her work?

Your decision sounds reasonable but if you are called into a meeting, have your facts to hand.

Good luck ... it’ll probably come to nothing. People who threaten to leave mostly don’t. It’s the ones that go quiet and go to the dentist/doctor a lot that do!