grievance evidence help

[fcek]

For a formal grievance at work:

Do you need to provide evidence with the grievance letter or does that come later?

What evidence and how should it be structured?

how do you avoid rambling?

Do you tell them everything or just some key, make them think "oh fuck" things?

Is it them who needs to evidence they haven't discriminated, or me who has to evidence that they have - DH and I disagree, he's a private sector manager, I'm in the public sector

Do I need to source witnesses? Are witnesses needed at all? Do they get witnesses? Is there a need for witnesses to be believed?

Do they need to see my evidence or can I just say what evidence I have? Do they need copies of emails?

What if witnesses refuse to participate?

How should I lay out my evidence? It is currently pages long!

What if its not upheld . I want to stay in my job but if it's not upheld and then the appeal is not upheld, I don't know what I'd do.

Can an employment tribunal claim be dated from the grievance decision date as I read online that you should go through the grievance process first which is 4 blooming stages and will take ages.

My union rep is useless so doesn't have all the answers and I don't have legal cover on my house insurance.

I'm trying to rely on internet sites for guidance and MN too

My grievance is disability discrimination.

Shitting myself and really want to win as I honestly cannot continue working under these situations but I love my job. I just don't like my manager. A move to another department is not an option as my qualification / experience is very specific and I definitely would not want to waste that qualification.

they've only gotten a short email with the main points and an offer to include additional evidence if requested.

I got an acknowledgement and got told I would be invited to submit additional evidence once a hearing date is arranged.

I got the acknowledgement the day after. nothing since.

The grievance policy does not say timescales for arranging a grievance hearing, just to do so without unreasonable delay or something like that but not saying how much time would constitute an unreasonable delay!

Sounds like they are abiding by their policy.

It's impossible to quantify unreasonable in a policy document. It's just a guideline that needs to be on a case by case basis depending on complexity.

how's it going @fcek ?

I have another meeting with the head of HR next week. Still no grievance hearing yet.

I have been absent from work for nearly 3 months now.

They still only have the grievance email, not the full evidence, they said that can wait until the invitation to a grievance hearing.

I think the head of HR is still trying to get me to withdraw my grievance but there's also another issue I've reported that she is wanting to talk to me about so it seems my grievance is being pushed to the side.

There are a lot of serious issues in this company and I think I come under whistleblowing as well as a grievance.

Sorry if I'm sounding vague but trying not to be too outing. I also have several usernames and have talked about this under various names so that I can't be traced / linked.