QMU Grievance Procedure
Principles
Queen Margaret University recognises the fundamental importance of a harmonious working environment in the delivery of the University strategy and in support of its commitment to equality and respect for diversity. The University will ensure that all employees have access to a procedure to deal with any grievances relating to their employment or dignity at work complaint without unreasonable delay. We acknowledge that unresolved grievances are likely to affect the achievement and maintenance of satisfactory work standards. It is therefore in all our interests to resolve grievances as quickly as possible.
The University recognises that practical steps must be taken to maintain and promote a good workplace environment. The grievance procedure enables all employees to raise any grievance relating to their employment. In addition to this, the dignity at work procedure has been developed to ensure that every employee understands their right to dignity and respect in the workplace, as well as their role in ensuring a respectful and inclusive workplace.
This procedure is designed to be pro-active and to encourage both positive behaviour and good workplace practices by supporting the creation of an environment which respects, nurtures, values and caters for difference amongst its employees.
In some circumstances it may be necessary that we are required to amend the procedure or vary it as appropriate to a particular case in the event that it is not reasonably practicable or otherwise inappropriate to follow the procedure set out below.
This procedure applies to all employees of Queen Margaret University regardless of length of service. Employees who wish to make a complaint about student behaviour or indeed a student who wishes to make a complaint about staff behaviour should refer to the Student Conduct, Complaints and Disciplinary Procedures or contact the Director of Academic Development and Student Affairs.
Aims and Objectives
QMU is fully committed to promoting a good and harmonious working environment where each individual is treated with respect and dignity. Supporting this commitment the aim of this procedure is to deal with grievances which arise from your employment
- protect the dignity of those who work for QMU or for those who interact with its employees
- provide guidance on the resolution of any employment problems and prevent recurrence
- ensure all people managers support an environment which respects, values, nurtures and caters for difference for all staff
- ensure all employees are encouraged to apply their diverse talents, skills and experience
- ensure all employees respect the diverse talents, skills and experience of their colleagues and customers
- resolve problems as quickly as possible
This grievance procedure should not be used to complain about dismissal or disciplinary action. If you are dissatisfied with any disciplinary action, you should submit an appeal under the disciplinary procedure.
If you have any grievance in relation to your employment you should normally raise the matter initially with your immediate manager informally. Many potential grievances can be resolved informally and managers and staff are encouraged to try and resolve issues using this approach. Where appropriate the University may consider the use of mediation to try and resolve the issue at an early stage.
If you are uncertain whether your complaint should be raised under the grievance procedure or one of the other University complaint processes, you should contact HR in the first instance and they will provide advice.
If attempts to resolve the grievance informally are unsuccessful and you wish to raise a formal grievance you should contact Human Resources for advice and guidance in following the formal grievance process.
Written grievances will be placed on your file along with a record of any decisions taken and any notes or other documents compiled during the grievance process.
If you have any difficulty at any stage of the grievance procedure because of a disability, you should discuss the situation with your manager or Human Resources as soon as possible.
Human Resources will always be available to advise managers and employees in the use of this procedure and to discuss particularly sensitive issues.
