Grievance Procedure

The purpose of this document is to accompany the Grievance Policy and to provide a procedure for the resolution of problems that arise. In addition it is to promote and support a working environment conducive to the achievement of excellence and efficiency in all the University’s activities. As such, this policy is intended to reflect the high value the University places on its community and forms part of the University’s industrial relations structures.

Normally, a grievance should be initiated within ten working days of the incident to which it relates

The employee has the right to be represented by a Union Representative or work colleague at all formal hearings under the grievance procedure.

When a disagreement arises in the work situation between an employee and their line manager then it is recommended that direct discussion takes place between the parties and that every endeavour is made to seek a solution. In the event of the parties being unable to agree, the following formal procedure should be adhered to:

If the decision given at Formal Stage 2 is deemed unsatisfactory to the employee, they may choose to exercise their right of appeal. The employee must formally write to the Director of Human Resources within five working days from the receipt of the decision to notify them of their intention to appeal. The employee must also outline their grounds on which they are appealing in this same notification. Upon receipt of a correctly lodged appeal the Director of Human Resources or their nominee, will schedule a meeting as soon as practicable with the employee and if applicable their Union Representative or colleague. Normally, the decision of this appeal will be communicated in writing within 7 working days or as early as practicable.

This procedure should be read in conjunction with the DCU Grievance Policy.