The Company encourages an open and honest relationship between The Company and its employees. Should an employee have a grievance they should follow the procedure set out below. All grievances will be dealt with consistently and fairly having regard to Company Policy and custom and practice within The Company. The policy applies to all employees, regardless of their role or position within the company.

PROCEDURE

Informal Stage

If you have a grievance you should first raise it informally with your immediate manager, or with an alternative manager if the grievance concerns your immediate manager. The matter will be discussed informally and any corrective actions will be agreed. It is hoped that most grievances will be resolved during the informal stage.

Formal Stage

Stage 1

If you feel your grievance has not been resolved you should describe the grievance in a letter to your line manager, or an alternative manager if the grievance concerns your immediate manager, outlining the nature of your grievance and the outcome you are looking for. The preferred way of contact is via email and to ensure privacy at all times, please use your personal email not a WT email. Please forward a copy of your email to hr@wildthang.co.uk and your line manager.

Stage 2

A meeting will take place within a reasonable period (we aim to arrange within 5 working days) to discuss your grievance. You may choose to be accompanied at the meeting by a colleague or trade union official. At the meeting you will be given the opportunity to present your case, produce any documents or put forward any suggestions on how the grievance could be resolved. The Company will consider any suggestions, but is not bound by them. Where a grievance concerns other employees it may be necessary to talk to these people. This will not happen without the claimant being advised first. If the claimant is not prepared for the grievance to be dealt with in this way it may be difficult for The Company to appropriately resolve the issue. Following the grievance meeting, the decision will be communicated to the employee, via email, without unreasonable delay, this will normally be within five working days of the meeting. Where appropriate, details of any action to be taken to resolve the grievance will be given, as well as details of the appeals procedure.

Stage 3

If you are not satisfied with the manager's decision, you may appeal within five days, or without unreasonable delay, of having been notified of the decision. The appeal letter should be addressed to a senior manager and should outline the grounds upon which the appeal is being made. An appeal meeting will be held and heard by a senior manager who was not party to the original decision. Where appropriate, The Company reserves the right to have an external independent party present at the hearing and to hear the case if necessary. An employee may also choose to be accompanied by a colleague or trade union official. The Company will inform the employee of its decision following an appeal. The decision will be final and there is no further internal right to appeal. During the period in which the above procedure is being followed, all employees are expected to cooperate with normal working arrangements as stipulated by The Company.

Confidentiality

All grievances will be treated confidentially. The employee's personal information will not be disclosed to anyone outside of the grievance process without their consent.