Grievance Procedure v0.1 170921

SIGN SOLUTIONS GRIEVANCE PROCEDURE Sign Solutions is committed to providing employees with job satisfaction and good working conditions and we positively welcome and value the opinions of all staff, and where practicable and possible, we will consider implementing such suggestions. We do however recognise that there may be some occasions where a member of staff will feel that their views or opinions are not being addressed and therefore the Grievance Procedure exists as a formalised method of raising reasonable grievances. Your rights as an employee are covered by the Employment Act 2002 (Dispute Resolution) Regulations 2004 (“the Regulations”). However these Regulations do not mean that we should not try and sort workplace problems out informally – by talking about them as and when they happen. If that doesn’t resolve the problem the formal Grievance Procedure can be instigated. PRINCIPLES: Grievance procedures enable you to raise with Sign Solutions’ management any concerns you have about your job, your terms and conditions or the way your employer or the people you work with treat you. SCOPE: This policy can be used individually, or collectively, and a grievance can apply to any member of staff at any management level. Types of grievances could be: • terms and conditions of employment • health and safety • work relations • bullying and harassment • new working practices • working environment • organisational change • equal opportunities PROCEDURE: Before instigating the formal procedure, you should initially raise your issues with your line manager, who will endeavour to resolve any grievances, disputes and differences that you raise, as quickly as possible, and at an informal level. In circumstances where the grievance is unable to be resolved informally, or you are not satisfied with the decision offered by your line manager, you should initiate step one of the formal grievance procedure. Sign Solutions’ Grievance Procedure is made up of 3 Steps, which you must follow: Step one - The Written Statement You must send a written statement or letter with details of your grievance, including dates and V0.1 17/09/21

times, if required. This document should be addressed to your line manager. If your grievance is in relation to your line manager, you should then address it to your Managing Director or CEO. You must keep a copy. Make sure that the document includes the date that you sent it. If you have several grievances, put each one under a separate heading and set them out so your V0.1 17/09/21

SIGN SOLUTIONS GRIEVANCE PROCEDURE complaint on each one is clear. Remember the person who decides your grievance may not know all about your complaint and it needs to be clear to them. You may find it helpful to state in the written grievance how you would like the matter to be resolved. Be positive – suggest options if you think there are different ways of solving the problem that you would be happy with. Note: Under the Regulations you will not be entitled to make an employment tribunal claim based on a grievance, unless you have put your grievance in writing, and allowed at least 28 days for a response. Step two - The Meeting When we have received your grievance in writing, we shall look into your complaint and within ten working days of receipt, we shall arrange with you an initial meeting to discuss your grievance, at a time and place which is convenient to all parties. You will be able to bring another employee or a trade union official to the grievance meeting if you wish. You have a duty to attend the meeting and if you do not attend, a tribunal may later find you at fault for not completing the procedures, which could affect any award you may receive. If, for an unforeseeable reason, you cannot attend, we shall arrange another meeting and you must attend. If you cancel this meeting then no further meetings will be arranged and the procedures are treated as being complied with. Prepare carefully for the meeting and discuss the matter fully with anyone accompanying you. After the meeting, and within 10 working days, we will inform you in writing of our decision regarding your grievance. If you do not agree with the decision, you have the right of appeal against it. Step three - The Appeal Meeting If you feel that your grievance has not been satisfactorily dealt with, you should inform us in writing that you intend to appeal. Within ten working days of receipt of your letter, we shall arrange an appeal meeting with you. The same rules apply to this meeting, as to the original meeting in step two. If you do not attend, a tribunal may later find you at fault for not completing the procedures, which could affect any award you may receive. Wherever possible, we shall arrange for a more senior Manager/Director to deal with your appeal. After the meeting, and within 10 working days, we will inform you in writing of our decision regarding your grievance. This will be our final decision. If you are still not satisfied with the outcome, and you believe your employment rights have been infringed, you may be able to make a complaint to an employment tribunal. V0.1 17/09/21

Additional information can be obtained from: The Employment Act 2002 (Dispute Citizens Advice Bureau ACAS Employment Tribunal Central ww.acas.org.uk Enquiries Resolution) Regulations 2004 http://www.employmenttribunals.g ov.uk/GenericPages/contactUs.ht http://www.legislation.gov.uk/uksi/2004/752/cont www.citizensadvice. m ents/made org.uk V0.1 17/09/21