4.

HANDLING EMPLOYEE GRIEVANCES/COMPLAINTS – STATEMENT OF PRINCIPLES

4.1

The management representative/s should seek to resolve the complaint, by informal means (See 6.2, 8.1 and 8.2) including mediation and/or conciliation between the complainant and the person/s complained of, wherever this is appropriate and possible by agreement of all parties.

The use of mediation and/or conciliation can be considered at any stage of the procedure or at the end of the process where there is a need to restore good working relationships between colleagues.

4.2

The management representative/s will deal with complaints expeditiously and objectively, and in the event of delays will give reasons to all parties.

4.3

In considering evidence relating to a complaint the management representative/s will apply the “balance of probabilities” standard of proof.

4.4

A decision of the management representative/s in relation to a complaint shall only address the point or points of the complaint. The management representative/s reserves the right to address other relevant issues if they are revealed in the course of an investigation.

4.5

In place of hearing the case her/himself, the Headteacher may arrange for a complaint to be considered by the Discipline, Grievance and Dismissal Committee in which case the complainant will be notified in writing of the arrangements.

4.6

In schools controlled by a governing body the highest level at which employee complaints can be considered will be the Appeals Committee of the Governing Body.