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Original poster

Formal Grievance - any advice? Quite scared.

20 replies

Underground · 02/02/2014 19:39

After much deliberation and advice from CAB & ACAS, I am decided it's time to submit a formal grievance. I'm really scared. I have been trying to resolve issues informally for about 4 years and it's never got any better.

I don't know what to expect or what the repercussions might be. Feeling scared and alone

OP posts:

bellablot · 02/02/2014 19:46

Well, if I had my 10 years of working in a male dominated industry being bullied by an overbearing manipulative and down right abusive boss again I would go through the formal procedures of a grievance in a heartbeat. I was very scared at the time, people telling me not to do it, it will affect your career, future employers will look down on it. Well, let me tell you, when I left, i was very resentful and extremely disappointed for not sticking up for myself and what I knew to be right.

Don't make the same mistakes and don't be scared, you will regret it in the long run!!!

Original poster

Underground · 02/02/2014 20:31

Oh - is it really likely to have such a huge impact? Maybe I shouldn't do it then. I don't know what to do.

OP posts:

Sam41 · 02/02/2014 20:58

I had a Grievence hearing not so long ago, it's nothing to panic or be scared about, it's arguing your point of view, and standing up for yourself. I am in a union so I had a lovely rep come with me as I'm not a confrontational person at all. I'm glad I did it and I may be doing another one soon. Sometimes we have to stick up for ourselves and if you have tried to resolve it for so long with no luck take to to Grievence. Good Luck!!

bellablot · 02/02/2014 21:03

It depends on the grievance and the extent? I was advised at the time to go for it by professionals, however, I was led to believe by colleagues and family members that it would affect my future in terms of getting a job else where, that was in hind sight a load of bollocks, I should have gone with my gut instinct which I knew was right but instead I was too 'scared' as you describe, to go ahead with a formal grievance. Also companies make it very 'scary' in terms of the procedure you have to go through, senior management and directors will need to get involved if the grievance isn't resolved. It's no joke, once you start you will have to see it through and no-one can predict the outcome.

However, I'm basing my knowledge and advice on the sheer regret and resentment I felt for my own mis-judgement in not filing a formal grievance against a company who really did discriminate against me.

bellablot · 02/02/2014 21:07

As you may sense from my posts, I still feel quite bitter about it a couple of years down the line. Never again will I ever be mis-guided with something so important. If you feel you have a grievance and the professionals are advising you to go ahead then go for it, don't let anyone mis-treat you in the workplace.

Dromedary · 02/02/2014 21:10

We can't comment usefully unless we know what the grievance is. People who bring grievances tend to become unpopular, and your job security may well go down.

sandgrown · 02/02/2014 21:16

If you are not in the union can you take a work colleague with you. I know from DP experience is is better to have someone there .Good Luck x

Original poster

Underground · 02/02/2014 21:23

I'm a teacher. Ongoing issues with staff getting hurt. I've been trying to address this particular issues since July & the same thing but more generally for 4 yrs.

I have namechanged but but wary of saying too much but I work in a special school. I expect to get hurt every now and then and can deal with scratches, pinches etc. But I have a particularly difficult situation and someone (adults) get hurt every day. I have bite marks, whiplash, swollen bruises. 2 other members of staff have had whiplash from the same student. There are not enough staff to safely supervise my class, no training.

I've been in touch with my union for months but they're not very helpful. They've spoken briefly to the head who was, apparently 'supportive' but nothing changes.

OP posts:

Original poster

Underground · 02/02/2014 21:23

Thank you for your help. Very stressed about this.

OP posts:

Ragusa · 02/02/2014 22:33

It's such a shame you have no support from union . Am sure you are doing the right thing. Could any of your colleagues be persuaded to file with you? Strength in numbers and all that...

flowery · 02/02/2014 22:46

Do you have an objective in mind for your grievance OP?

AmandaCooper · 02/02/2014 22:54

OP did either CAB or union mention whistleblowing? It sounds like your grievance might be a protected disclosure. Is there a whistleblowing procedure or policy in your workplace?

Original poster

Underground · 02/02/2014 22:58

I just want to feel safe at work and not fear serious injury either to myself or to my staff or another child. Someone will get seriously hurt (& there has already been a very serious incident on top of the whiplash ones).

I have repeatedly requested training and nothing has come of that although something informal may possibly be in the pipe-line now.

But it's about staffing and feeling supported.

OP posts:

Original poster

Underground · 02/02/2014 22:59

Who would I whistleblow to though? It's management who won't help.

OP posts:

AmandaCooper · 02/02/2014 23:02

www.pcaw.org.uk

WestmorlandSausage · 02/02/2014 23:03

if the person involved is hurting other students too you could raise it as a safeguarding issue with the local authority. You can usually do this confidentially.

I would be asking your local behaviour intervention team or similar for some physical intervention/ breakaway training.

Original poster

Underground · 02/02/2014 23:19

Thank you .Will look at the link.

It's a child with special needs so I don't know that it can be whistleblowing? My concern is that management won't help us to keep him & ourselves safe. My issue is wth them rather than with him.

OP posts:

Original poster

Underground · 02/02/2014 23:21

It is mainly adults getting hurt because we put ourselves in the line of fire to protect the other students.

OP posts:

AmandaCooper · 03/02/2014 13:25

Section 43B ERA
Disclosures qualifying for protection

43B.
(1) In this Part a "qualifying disclosure" means any disclosure of information which, in the reasonable belief of the worker making the disclosure, is made in the public interest and tends to show one or more of the following- ["is made in the public interest" was inserted into this section by the Enterprise and Regulatory Reform Act 2013 and applies to disclosures made on or after 25 June 2013]
(a) that a criminal offence has been committed, is being committed or is likely to be committed,
(b) that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject,
(c) that a miscarriage of justice has occurred, is occurring or is likely to occur,
(d) that the health or safety of any individual has been, is being or is likely to be endangered,
(e) that the environment has been, is being or is likely to be damaged, or
(f) that information tending to show any matter falling within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.

AmandaCooper · 03/02/2014 20:17

When you say management do you mean the governing body or the senior leadership team? If you haven't already you should probably direct your concern to the governors. To qualify for protection as a whistleblower you will need to make your disclosure in the right sort of way and to the appropriate person. Get some advice from Public Concern at Work before you do anything else.

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