1. Introduction

The Town Council’s Discipline and Grievance Hearing Panel has delegated authority to determine employee grievances as set out in the Town Council’s Discipline and Grievance Procedure Policies.

The aim of the Panel is to resolve any grievance as swiftly and fairly as possible.

At a Discipline and Grievance Hearing the Panel will:

  • Give the employee the opportunity to air and seek redress for any individual employment issue.
  • Ask the employee what they would like to happen as a result of an employment issue.
  • Aim to facilitate a speedy, fair and consistent solution for an employment issue.
  • Give the employee the opportunity to state their case before arriving at a decision.
  • Adjourn the meeting in order for an investigation to take place if necessary.
  • Not penalise or victimise an employee for having raised a grievance against the council.
  • Consider the options and costs in a timely fashion and agree and publicise the workable solutions.
  • Consult SLCC to explore mediation between two parties if necessary.
  1. Role of the Parties

So far as is reasonably practicable, all parties will keep any employment issue confidential whilst it is being investigated.

Written records associated with any employment issue will be retained and kept in accordance with the Data Protection Act 1998 and the Freedom of Information Act 2000.

  1. Procedure

The Disciplinary and Grievance Procedure will be operated in accordance with the employment Act 2000 (dispute resolution).

A written submission will be prepared by the Town Clerk and made available to the Panel prior to the hearing along with any other relevant documentation relating to the employment issue.

The Hearing will proceed as follows: –

  • The employer/employee or representative will state their case.
  • The Panel will ask questions.
  • The employee will respond to questions from the Panel.
  • The Hearing may be adjourned if further investigation is necessary.
  • The employer/employee or representative will sum up their case.
  • The parties will withdraw whilst the Panel considers the facts and reaches its decision.
  • The Hearing will re-convene and the Panel will inform the employee and/or representative of its decision.

Any appeal should be referred to the Appeals Panel.