DPD Ireland – Grievance Policy
Purpose and Scope
The Company believes in respect for the individual and in the importance of good relationships. At times conditions may arise which may be a cause throughout for problems and complaints. Management need to know about such incidents quickly so that we can work towards solving the problem(s). It is imperative that management are made aware that you are not happy as they are concerned and want to help. The management are genuinely interested in the welfare and job satisfaction of every employee.
The Company has the following grievance procedure in place and is committed to complying with the same thus ensuring that all grievances raised are handled consistently in accordance with the procedure.
The purpose of this document is to inform employees about the procedure.
Responsibility
All employees must read the grievance procedure and if they have any questions in relation to their understanding about the procedure address them immediately to their immediate Line Manager or the Human Resources (HR) Department.
Supervisors and Managers conducting a meeting, formal or informal, to address a grievance must do so in accordance with the procedure. Managers must inform the HR Department when a formal grievance is raised by a member of staff.
The HR Department are responsible for providing assistance to Managers in dealing with grievances.
Informal Discussion
It is often preferable for all concerned that grievances are dealt with informally. This is likely to produce solutions, which are speedy and effective. The informal procedure for dealing with grievances is outlined below.
If you have a grievance you should approach your manager/supervisor who will discuss the matter with you.
If discussing the issue informally does not result in an acceptable outcome, you should invoke the formal procedure as outlined below.
Formal Grievance Discussion
At any stage in the formal process, you may choose to be represented by a work colleague or trade union representative (if applicable).
Stage One: Initial Formal Discussion
Failing settlement informally, the matter should be lodged in writing to your manager/supervisor. Your manager/supervisor or another appropriate person will investigate the grievance and will hold a meeting with you to discuss the outcome of the investigation. The outcome of this meeting will be communicated to you in writing.
Stage Two: Second Formal Discussion
Should the problem remain unresolved, a meeting will be arranged between you, your manager/supervisor (optional) and a more senior member of the management team.
Stage Three: Final Discussion
If the matter has still not been dealt with to the employees satisfaction they may refer the problem to the CEO who will arrange a meeting between all parties involved. The CEO's decision on the matter will be final.
During the period in which the above procedure is being followed, normal working – under protest, if necessary, will continue.
Right to be Accompanied
This does not apply at the informal resolution stage.
The right to be accompanied does apply when the formal procedure is being used. The accompanying person may be a work colleague, deemed appropriate by Management to be involved in the investigation process. The Manager hearing the grievance has the right to know in advance of the meeting who the accompanying person attending the meeting will be.
Review
This procedure will be reviewed from time to time and may be amended to take into account changes in the law, best practice or the experience of the procedure in practice.
P.O Doc 7
Issue Date: 1st June 2022
Revision Date: 12th June 2024
Next Review Date: 15th January 2025
Documented by: Jess Lumley
Approved by: Mary Gaffey