Think of it like a court case. There's a reason lawyers "prep" plaintiffs before they take the stand. Saying the wrong thing can discount your credibility and get your claim ignored. Or, even worse, turned around to make it look like you're the troublemaker. One of the reasons many people don't file claims is out of fear. The MeToo movement has shown us how powerless individuals can feel in situations when their jobs and livelihoods are at stake. A good way to handle this is to put yourself in a position where you aren't concerned your current job is your only option.
Having your references in check, your resume tuned-up, your network mobilized, and a bucket list of other employers you'd like to work for will give you the confidence you need to say, "If they don't fix things, I'm moving on. I have to be honest, if you've got a grievance that is so bad you feel you must go on the record with HR, then it's likely you aren't going to want to work there long-term.
It may be better for you personally and professionally to move on and find a new employer where you aren't constantly reminded of a bad situation. While there are plenty of cases of companies taking swift, appropriate action and employees going on to have successful careers, there are just as many claims that end up with the employee moving on so they can start fresh someplace else. In situations where things have gotten ugly at work, you need to understand HR's role in solving the problem.
Don't assume their focus on employee happiness includes having your back in difficult career situations. Instead, seek help from the outside and get proper coaching on how to engage and involve HR effectively. You don't want to make any communication mistakes that can inadvertently hurt your career. This can help you clarify exactly what your complaint is, and make it easier to discuss when you need to. They might be able to tell you how a similar problem was dealt with.
This could be a friend, colleague or your union rep. Tell them what you think should happen and show them any evidence you have to support your position.
Keep a note of what was said at the meeting, particularly of any action your employer agrees to take. If you have someone with you at the meeting, they could take the notes for you. If your employer agrees to do something, make sure they set a date for doing it so that you can chase them if necessary.
Your notes will help if you have to take the matter further. Check if your employer has a grievance procedure. It might be on their website or in a staff handbook, or ask for a copy. You might prefer to follow their steps if they have a clear complaints procedure. Contact your nearest Citizens Advice if you need help with your grievance. Skip to navigation Skip to content Skip to footer.
Top links Housing benefit. Top links Template letter to raise a grievance at work. Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or federal agencies or the courts. Let our Employee Handbook Builder assist you. It includes legally binding policies and the most up-to-date state and federal requirements.
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Page Content. Objective [Company Name] strives to create and maintain a work environment in which people are treated with dignity, decency and respect. Prohibited Conduct Under This Policy [Company Name], in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines: Discrimination It is a violation of [Company Name]'s policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person's race, color, national origin, age, religion, disability status, sex, sexual orientation, gender identity or expression, genetic information or marital status.
Harassment [Company Name] prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy: Verbal harassment includes comments that are offensive or unwelcome regarding a person's national origin, race, color, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status or other protected status, including epithets, slurs and negative stereotyping.
Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status or other protected status.
Sexual harassment Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of and is prohibited under [Company Name]'s anti-harassment policy. Is used as a basis for an employment decision. Unreasonably interferes with an employee's work performance or creates an intimidating, hostile or otherwise offensive environment.
The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy: Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favor this includes repeated, unwelcome requests for dates ; and verbal abuse or "kidding" that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.
Nonverbal sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails, photos, text messages, tweets and Internet postings; or other forms of communication that are sexual in nature and offensive.
Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault. Consensual Romantic or Sexual Relationships [Company Name] strongly discourages romantic or sexual relationships between a manager or other supervisory employee and an employee who reports directly or indirectly to that person, because such relationships tend to create compromising conflicts of interest or the appearance of such conflicts.
Retaliation No hardship, loss, benefit or penalty may be imposed on an employee in response to: Filing or responding to a bona fide complaint of discrimination or harassment. Appearing as a witness in the investigation of a complaint. Serving as an investigator of a complaint. Confidentiality All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. Complaint procedure [Company Name] has established the following procedure for lodging a complaint of harassment, discrimination or retaliation.
Complaints should be submitted as soon as possible after an incident has occurred, preferably in writing. The HR director may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, the HR director will dictate the verbal complaint. Upon receiving a complaint or being advised by a supervisor or manager that violation of this policy may be occurring, the HR director will notify senior management and review the complaint with the company's legal counsel.
The HR director will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of this policy occurred. If necessary, the complainant and the respondent will be separated during the course of the investigation, either through internal transfer or administrative leave.
During the investigation, the HR director, together with legal counsel or other management employees, will interview the complainant, the respondent and any witnesses to determine whether the alleged conduct occurred.
Upon conclusion of an investigation, the HR director or other person conducting the investigation will submit a written report of his or her findings to the company. If it is determined that a violation of this policy has occurred, the HR director will recommend appropriate disciplinary action. The appropriate action will depend on the following factors: a the severity, frequency and pervasiveness of the conduct;. Senior management will review the investigative report and any statements submitted by the complainant or respondent, discuss results of the investigation with the HR director and other management staff as appropriate, and decide what action, if any, will be taken.
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