Grievance?

[FlamingoFloss]

I’ve been off work for a few weeks following issues within my team. Good track record - always gone above and beyond. 15 years service.

over the last year I’ve had issues with a colleague. She’s ripped my character to shreds and been very personal towards me.

HR are involved and have mentioned making a grievance against said colleague. They have not recommended (obviously HR need to remain neutral). I’m unsure and feel it would only add to my stress. I guess I’m looking for what other people’s experiences are of taking out a grievance against a colleague, if anyone is willing to share. Looking at the process - obviously no one can predict the end result but really, is there any point?

Are you a trade union member?

What are you looking to achieve? For the colleague to be reprimanded or for you to no longer work with them or what exactly?

I’m not - it was always frowned upon at my level

I’ve had a couple of meetings with HR and a grievance keeps being mentioned. I don’t have much evidence (different systems previously) so feel it’s my word against theirs kind of thing. I absolutely don’t want to work with this person again which is unreasonable in a work situation, however reasonable in the fact I know this person (used to be a friend and so I know how they operate).

I do not know whether to return to work with the assurances I don’t have to work with them (same team so not really sure what this looks like) or take out a grievance.

In my experience (and I’m only speaking for myself), raising a grievance does tend to be the more nuclear option. But sometimes it’s necessary. Especially if you need to protect yourself and/or there’s a risk of lawyers (or settlements or tribunals) getting involved at a later date.

In your situation @FlamingoFloss I’d probably start with the ‘informal grievance’ route so you get the reassurance / confirmation that you will no longer have to work with this person. It sounds like effectively this is what you’ve already done? Did you put your concerns in writing to HR? And if the problems continued, I’d kick off a formal grievance.

I’ve raised formal grievances twice in my career. Both times I knew my job was no longer tenable and I just wanted the hell out away from these people. I actually took legal advice both times, and had my formal grievance letter reviewed by my lawyer before submitting it to my employer. Like I said, the nuclear option. 😝It sounds like you’re not at that stage (yet).

You will need clear cut evidence, if nothing concrete then there likely will be mediation at some point. Your employer cannot take the kind of action you may want based on what you perceive or communicate.

Grievance achieves nothing imo. In this market makes you look like a trouble maker. If you have support at work from quite a lot of the rest of the team or they experience the same then you may find you can get somewhere with it. Else find another job.

Have you literally stopped going to work, or are you on leave?
I don’t think refusing to return until the colleague is sorted out to your satisfaction will work well for you.

If you've no or little evidence I would not raise a grievance.

I would return to work and not work with this person (as agreed by HR) i'd join a TU, i'd gather any evidence if it arose.

You don't need to inform anyone that you are a member of a TU.

Of you don't have evidence of her breaching policy - don't raise a grievance.

Thank you - this is helpful