Grievance informal

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Yoga Woga

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I brought forward an informal grievance with work, i was told it may involve a mtg with line manager, now it's that plus the hr rep, they are insisting it is held in the new (old building) offices, i have a few times now asked for a neutral location, and on the basis it is informal and in the location the building is there is prevalent drug use with shooting up happening at the actual office steps, am i being a bit precious? In general i am upset it has come to a grievance and this insistance on location adds to the mix.
 
What did you expect was going to happen. ? Without knowing the nature of the grievance and issue, it's perfectly ok for management to bring in HR, if anything it shows they are taking it seriously.

Why can't it be done where you currently work?
 
No such thing.

Once you start the process, grievance procedure is very much formal.

Edit: to update - if you have good reason to be unhappy about the location e.g. it's not your normal place of work, you would have issues getting there (no public transport, duration of travel more than 45 mins that sort of thing), or it is in your normal place of work and would be clearly visible to others working there, then include that in your meeting request.

But if it's a regular location and you have been there before or would within your job role travel there on occasion, then I don't think you have good grounds to request a different location.

You are likely feeling sore over the issues leading to your raising this grievance. Stick to the facts, be clear about the outcome you want and make sure that outcome is within the bounds of what the organisation can do. HR is not your friend here - they are there to protect the organisation. If you can, see if you can bring along a peer or union rep.
 
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Been though a grievance with HR in a large Multinational. No such thing as informal. I would read the grievance policy very closely as well as employee handbook. You need to being facts & examples related to your grievance. The grievance policy will probably outline the different stages of the process, with a senior manager reviewing the grievance. You got to be prepared to go all the way to WRC/Labour Court if the grievance goes against you and you still think you are correct. discuss with some trusted colleagues their opinion.
 
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New location, never been there and it's not my normal place of work (home based for several years) the issue is over pay.
 
DannyBoyD said:
No such thing.

Once you start the process, grievance procedure is very much formal.

Edit: to update - if you have good reason to be unhappy about the location e.g. it's not your normal place of work, you would have issues getting there (no public transport, duration of travel more than 45 mins that sort of thing), or it is in your normal place of work and would be clearly visible to others working there, then include that in your meeting request.

But if it's a regular location and you have been there before or would within your job role travel there on occasion, then I don't think you have good grounds to request a different location.

You are likely feeling sore over the issues leading to your raising this grievance. Stick to the facts, be clear about the outcome you want and make sure that outcome is within the bounds of what the organisation can do. HR is not your friend here - they are there to protect the organisation. If you can, see if you can bring along a peer or union rep.
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The grievance itself, I'm 100% correct.

The location is new to many, I would have attended the former premises for meetings but not in the last 12 months plus ( home based for years)

However the new location is a cul de sac, washed daily by the Local Authority to wash away human smells and a recently departed colleague told me of the doorstep encounter of an addict in the process of shooting up and to be honest not what i want going into an edgy meeting.

Thanks, I'd have been better of saying nothing and just get on with my job, as someone said above 'informal' no such thing....
 
tom_12345 said:
Been though a grievance with HR in a large Multinational. No such thing as formal. I would read the grievance policy very closely as well as employee handbook. You need to being facts & examples related to your grievance. The grievance policy will probably outline the different stages of the process, with a senior manager reviewing the grievance. You got to be prepared to go all the way to WRC/Labour Court if the grievance goes against you and you still think you are correct. discuss with some trusted colleagues their opinion.
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Opinion is I am 100% correct.
 
Yoga Woga said:
New location, never been there and it's not my normal place of work (home based for several years) the issue is over pay.
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If you are remote working then any location will require travel. You can hardly expect to hold the meeting around your dining room table.

If it does not require any extraordinary effort to get there, I don't see that you have grounds to request a change of venue.

Don't conflate the location with your issue.

Write everything down stick to facts, dates, numbers; bring some water.

Do power posing in the loo before you go into meeting (look up Ted talks if you've never heard of this before).

And ignore folks who are willing to make judgements with zero knowledge of your issue.
 
Speaking as a former union rep and if I was approached about the "informal" grievance I would immediately inform the prospect that there is no such thing as an informal grievance meeting. Also, I would advise that if the prospect wanted to stop the proceedings after the meeting the other party might not want to stop the process. If the grievance was false then the "accuser" (probably the wrong word) could be left in the lurch later. Things get said and grand while they were verbal, but as soon as whatever was said is confined to paper, it can take on a whole new life of its own.

@Yoga Woga has got some sound advice on this thread. Make certain that your grievance will be sustained before you attend any meeting. Usually, it's best to clear the air before such informal or formal procedure.

The location of the meeting is only incidental.
 
The 'informal' grievance is also called pre procedure. So as many said treat it as formal.

If you proceed to formal, you start again, ie: treat it like it is the first time you are raising the complaint.
 
becky said:
The 'informal' grievance is also called pre procedure. So as many said treat it as formal.

If you proceed to formal, you start again, ie: treat it like it is the first time you are raising the complaint.
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Thank you, I'm going to consult a HR specialist. Had a good look through past posts. Just as there is no such thing as 'off the record' informal/formal...
 
The location is entirely reasonable - where else would it be given that you can't expect them to hold it in your house and face to face is invariably used for these things (for various reasons) and it is a designated office for other staff from what you have stated

if they were arranging it in some warehouse down the back of a random industrial estate fair enough

Is it a serious issue or minor? If it's minor it might be possible to pull out at this stage. Raising these kinds of things is always going to be an uphill battle and it really needs to me material to be worth the energy imo
 
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