What to do if you want to raise an issue

The what to do… series of posts explains the steps members should take in various situations within the Council.

Issues are raised as grievances. The first step of the procedure is an informal grievance—raising the issue with your line manager—so it is important that you do this in the first instance, as soon as you can.

If someone’s behaviour is the issue:

  1. Speak to the person directly. If the issue can be sorted this way it need go no further.
  2. Speak to your line manager.
  3. Speak to a rep.

If something seems unfair:

  1. Speak to other workers to see if they feel the same way.
  2. Speak to your line manager.
  3. Speak to a rep.

If your line manager is the issue, speak to their line manager. If you don’t know who this is, raise the issue with the head of service and they will delegate appropriately.

Raise issues to get results

A grievance is simply a complaint but it must have:

  1. Context—this is the story around the complaint, how it upsets you and who is involved. Dates, names and details are key.
  2. Evidence—witnesses, emails, photographs etc. A diary of incidents is crucial if you are complaining about someone’s behaviour.
  3. Outcome—what you want to happen as a result of raising the issue. This must be practical and something the employer to provide. It must not be vengeful or vexatious.

Grievance procedure

The grievance procedure has three stages

  1. Informal—raising the issue with your manager and trying to find a resolution in the workplace.
  2. Formal—submitting a written grievance after discussion with a rep. This may start a full investigation. You will receive a written decision.
  3. Appeal—if you believe the investigation or decision made is flawed you can appeal to the Personnel Appeals Committee (PAC). This is a committee of councillors who will question you and the manager who made the decision to see if it was correct.

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