Grievance

The purpose of the Grievance policy is to provide a process to deal with complaints raised by an individual or a group of staff (referred to as a collective grievance). This is usually regarding their working situation which may include terms and conditions of employment, health and safety, new working practices or organisational change.

From 1st March 2020, a revised Once for Scotland Workforce Policy for Grievance has been introduced for use by all NHSScotland Boards. Please refer to the NHSScotland Workforce Policies website to access this along with supporting documentation and templates.

If the Grievance process had been instigated prior to the 1st March 2020 please contact HR for advice as to whether the existing Board policy or the revised Once for Scotland policy should be used.

National Services Scotland

From 1st March 2020, a revised Once for Scotland Workforce Policy for Grievance has been introduced for use by all NHSScotland Boards.  Please refer to the NHSScotland Workforce Policies website to access this along with supporting documentation and templates.

If the Grievance process had been instigated prior to the 1st March 2020 please contact HR for advice as to whether the NSS policy or the Once for Scotland policy should be used.

NHS 24

NHS 24 recognises that from time to time, staff may wish to raise matters, which are causing them concern, or to seek redress for grievances related to their employment.  Initially, NHS 24 would encourage staff to raise these issues informally with their line manager. 

From 1st March 2020, a revised Once for Scotland Workforce Policy for Grievance has been introduced for use by all NHSScotland Boards. 

If the grievance process has been instigated prior to the 1st March, please refer to the existing Board policy below. If this is a new case after 1st March, then you should refer to the NHSScotland Workforce Policies website to view the new national policy and supporting documentation.

NHS Education for Scotland

NHS Education for Scotland (NES) encourages open and honest communication at all levels. However, it recognises that, from time to time, employees may wish to raise grievances, problems or complaints relating to their employment.

From 1st March 2020, a revised Once for Scotland Workforce Policy for Grievance has been introduced for use by all NHSScotland Boards. 

If the grievance process has been instigated prior to the 1st March, please refer to the existing Board policy below. If this is a new case after 1st March, then you should refer to the NHSScotland Workforce Policies website to view the new national policy and supporting documentation.

Public Health Scotland

From 1st March 2020, a revised Once for Scotland Workforce Policy for Grievance has been introduced for use by all NHSScotland Boards. 

If the grievance process has been instigated prior to the 1st March, please refer to the existing Board policy below. If this is a new case after 1st March, then you should refer to the NHSScotland Workforce Policies website to view the new national policy and supporting documentation. 

If you have been advised that the existing Board policy applies then please refer to the option below that best describes your circumstances to ensure you refer to the correct information. This is because from 1st April 2020 Public Health Scotland will bring together staff previously employed by NSS and NHS Health Scotland alongside new PHS employees, meaning different routes for staff to access HR information. 
 
• I have TUPE transferred from NHS Health Scotland into Public Health Scotland – Please raise your query with HR via Contact Us
• I have TUPE transferred from NSS to Public Health Scotland – please select the National Services Scotland tab above to access all information.
• I am an employee in Public Health Scotland – please select the National Service Scotland tab to access all information.

The State Hospital

The State Hospitals Board for Scotland encourages open and honest communication at all levels. However, it recognises that from time to time employees may wish to raise grievances, problems or complaints with their employer. 

Employees and managers are encouraged to make every effort to resolve issues at the most local level possible and where appropriate before resorting to the formal procedure. Matters should be dealt with as they occur and be settled as near to the point of origin as possible and as quickly as it is reasonably practicable.

From 1st March 2020, a revised Once for Scotland Workforce Policy for Grievance has been introduced for use by all NHSScotland Boards. To view the new national policy and supporting documentation please click on this link - NHSScotland Workforce Policies website 

    • What is mediation?NHS Education for Scotland

      Workplace disputes are as common as rainy days in Scotland.  In the majority of cases, disputes are resolved by the parties involved without any outside assistance.  In cases where assistance would be helpful, mediation offers an informal, flexible way to resolve issues positively.

      As an exemplar employer, NES strives to provide a healthy and positive working environment for all staff.  The new mediation service forms an important part of NES’s overall employee health and wellbeing strategy and the organisation hopes that it will help to improve the experience of work for all colleagues.

      Mediation is a voluntary, confidential form of alternative dispute resolution.  It involves an independent, impartial person (the mediator) helping two or more individuals (the parties) to reach a solution that is acceptable to all.

      Please find a a guide to mediation in NES

      Mediators do not made judgements or determine outcomes – they ask questions that help to uncover underlying problems, assist parties to understand the issues and help them to clarify the options for resolving their difference or dispute.

      This new service has been developed by NES in partnership with colleagues from NHS Health Scotland and Healthcare Improvement Scotland, and mediation will be delivered by existing employees from all 3 Boards who have successfully completed the ILM Qualified Workplace Mediator training course.

    • When would mediation be helpful?NHS Education for Scotland

      Many kinds of dispute can be mediated if those involved want to find a way forward. It can be used at any stage in a dispute but is most effective before positions become entrenched.

      Mediation is commonly used to resolve issues relating to the working relationship between colleagues, but can also help with other types of dispute.

    • Who can access the mediation service?NHS Education for Scotland

      The Mediation Service can be accessed by any staff member at any time.

    • What does the mediator actually do?NHS Education for Scotland

      The mediator will decide the best way to carry out the mediation. He or she will start by talking to those involved separately to find out about the situation.  The mediator will be particularly interested in how the parties feel about it and the effect it is having on the individuals concerned. The mediator will then help the parties to start thinking about what they each want, and how things might be improved.

      When the time is right the mediator will bring the parties together. Each party will have a chance to say exactly how they feel without being interrupted, and will be required to listen to the other person without interrupting. The mediator will ask questions throughout, helping both parties to look at the situation realistically and come up with ways to improve things.

      The mediator will guide the parties through the mediation process, help the parties to identify any underlying issues and come up with ideas to improve things. They will do this mainly by asking open and thought-provoking questions.

      The role of the mediator is to help parties reach a solution to their problem and to arrive at an outcome that both parties are happy to accept. Mediators avoid taking sides, making judgements or giving guidance. They are simply responsible for developing effective communications and building consensus between the parties. The focus of a mediation meeting is to reach a common sense settlement agreeable to both parties in a case.