Some may know this as grievances but at Mint HR we’re a fan of trying to resolve matters informally if possible. Grievance sounds so prescribed and the process is. That’s why we prefer to refer to it as resolving workplace disputes.
As much as you try to create a fair place of work with a friendly, co-operative environment, personalities can and do clash. This can lead to workplace disputes, and if you are a manager inside the business, it can sometimes be hard to remain neutral or know how to deal with it to get the best outcome.
If it does go formal then you must adhere to your policy (if you don’t have one, you need to get one) and believe us when we say – formal grievances are not the easiest things to navigate.
Mint HR can assist with these kind of situations and be your impartial intermediary. This makes it easier to deal with versus trying to sort it out yourself. We can investigate any allegations and provide workable solutions for all parties on your behalf.
These are the kinds of disputes do we often see:
- Personality clashes/ communication issues
- Allegations of bullying, harassment, and unfair treatment
- Issues with management styles
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How Mint can help you with workplace disputes
- Offer general advice, act as a sounding board. We can lead the process as impartial investigators or offer advice to the person leading the process.
- We’re trained mediators so we can try to resolve the situation before it gets too formal.
- Investigate thoroughly and create grievance invite letters for all parties including the alleged perpetrator(s) and witness(es).
- Prepare briefing notes for each meeting, including pre-prepared questions – that way, if you want to lead you know exactly what to ask and how to ask it.
- Attend the meeting — either as lead or support.
- Review the evidence, to source where the issue stems from and who — if anyone — is at fault. Ask what learning points can be taken away and what action should be taken to resolve the matter.
- Produce a grievance outcome letter for both parties in the grievance.
- Follow-up with any outcomes. Which could range from mediation and training to disciplinary action.
Mediation
Mediation can be a highly effective tool for resolving workplace disputes and restoring working environments.
Mint HR can be the neutral third party who facilitates a structured conversation between the conflicting parties. The aim of the process is to encourage open communication, allowing each side to express their concerns and perspectives in a safe environment. Mediation helps to identify underlying issues and fosters mutual understanding, which can lead to collaborative problem-solving.
Case Study
Mediation
A client of ours contacted us because two integral members of the team were clashing and this had come to a head during a recent company trip.
We met with Managing Director initially to understand the issues from their perspective and then met with the two individuals separately. Both were given support to present their side of the story and identify how to move forward.
A joint meeting was then held in which each party had space to present their views.
An agreement was created in that meeting and both parties were committed to working alongside each other with respect and positivity.
No formal process was invoked as a result of carrying out mediation.
Grievance
A new client contacted us as they had received a formal complaint about their Chief Executive Officer. They had HR support from another provider, but it was only a helpline and they needed a closer, more personal approach.
They were aware of issues which had affected morale and had resulted in others leaving the business. They needed someone impartial to investigate.
We interviewed all relevant parties; the individual raising the grievance, witnesses and the CEO and produced a report based on the findings.
Recommendations were provided which included taking disciplinary action against the CEO but with the aim of also supporting this individual to improve and to reduce risk to the business.
Following on from this initial piece of work, this new client cancelled their support with the other provider and moved over to Mint HR to support fully with turning the business around from what could have been a disastrous situation.
Frequently Asked Questions
Yes, this is the starting point for many grievances using open dialogue and discussion between the employee and their manager or with Mint’s help. This can often lead to quicker resolutions and maintain positive working relationships. If the person raising the grievance is adamant that the process needs to be handled formally though, you must comply with your formal procedure.
Yes, by law every company should have a written formal grievance procedure which is accessible to all employees – ideally kept within your employee handbook. It should include who the employee should contact about a grievance and how this person can be contacted.
Yes, employees have the right to appeal the outcome of a grievance if they are dissatisfied with the decision or believe the procedure was not followed correctly. The appeal should be made in writing, stating the grounds for their appeal, within a specified timeframe outlined in the grievance procedure.
Yes, but if they refuse to submit their points in writing, we advise to go ahead with the hearing regardless.
Yes, an employee has the right to be accompanied to a grievance meeting. This can be a colleague or trade union representative. This right is known as “the right to be accompanied” and applies to both grievance and disciplinary hearings.