2. Content and Scope
2.1 Grievances may involve a wide range of issues. For example: work relationships, bullying, harassment, discrimination, terms and conditions of employment, working practices, health and safety, and the working environment.
2.2 For grievances relating to bullying, harassment, discrimination, sexual misconduct, or other inappropriate behaviour, this procedure should be read in conjunction with the Dignity at Work Policy (2023 ed.) and its Code of Behaviour, which set out the behaviour expected and provides details of the support available. The Grievance Policy sets out the informal and formal resolution processes for all forms of grievance including those arising from the Dignity at Work Policy (2023 ed.).
2.3 This policy sits alongside the fundamental principles contained in the University’s Statement on Freedom of Speech.
2.4 The grievance procedure should not be used to complain about a dismissal or disciplinary action. In these cases, employees should submit an appeal under the procedures set out in the relevant disciplinary policy.
2.5 Where an employee raises a grievance during a disciplinary process, the disciplinary process may in some cases be temporarily suspended in order to deal with the grievance. Where the grievance and disciplinary cases are related, it may be appropriate to deal with both issues concurrently.
2.6 Depending on the nature of the complaint, it may be more appropriate to deal with the matter under the appropriate disciplinary procedure. If it is unclear, an initial fact-finding exercise will be undertaken to determine which procedure is the most appropriate to follow. Advice is available from the HR Business Partnering team(1).
2.7 If a grievance relates to a process which includes an appeal procedure (e.g. grading, flexible working, Academic Career Pathways), employees are directed to use that appeal procedure.
2.8 The University operates a separate Whistleblowing Policy to enable employees to report illegal activities, wrongdoing or malpractice. However, employees who are directly affected by the matter in question or feel that they have been victimised for having blown the whistle, are entitled to raise the matter under this policy.
2.9 Where the complaint concerns behaviour by a relevant third party such as a visitor, a College employee, or a contractor, it will be dealt with under this policy as far as reasonably possible, with the University seeking to engage with the third party accordingly.
2.10 Employees who wish to raise a complaint against a student should contact their local HR team or HR Business Partnering team in the first instance who will liaise with OSCCA (Office of Student Conduct, Complaints & Appeals) to agree an appropriate course of action. They can also contact OSCCA directly.
2.11 This policy applies to group grievances, i.e. where more than one person is raising the same grievance. However, it does not apply to collective issues that are the subject of negotiation or consultation with the trade unions.
2.12 This policy forms part of the University’s single comprehensive source of information (SCSI), which brings together information for current and prospective students and staff about how the University prevents and responds to harassment and sexual misconduct. It includes clear information about the University’s policies, how to get support, how to raise concerns, and what to expect from the processes followed by the University. Staff should familiarise themselves with the SCSI so they can help signpost students and understand their responsibilities in creating and maintaining an inclusive community, where students, staff and other persons are able to report behaviour that may amount to harassment and/or sexual misconduct and know this will be taken seriously.
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(1) The term relevant HR Business Partnering Team used throughout this policy and procedure refers to the central HR Teams allocated to Schools, UAS and Non-School Institutions. This roles may be delegated by prior agreement to a member of a local HR team.