What to do after Grievance

thanku1

I raised ta formal grievance with my company about few matters.

KiKi

How long have you worked there?

thanku1

I have worked with the company for over 3 years
Many Thanks

firesidemaid

have you kept a diary?

if not, start documenting what is said and when.

even if there are no witnesses, having detailed documentation will make it harder to keep disputing everything.

Emmzi

An ET will need evidence and it sounds like you have none.

What have the company done to improve or resolve the overall situation?

KiKi

thanku1 wrote: »

I have worked with then for over 3 years

Sorry, I missed that in your original post.

Now if I want to purse this matter what is best way to do it without resiging and claiming.

Look at your grievance procedure. There should be a right of appeal. If there is, use it.

Presumably there has been an investigation and the panel have found no case to answer with regards to the manager. You can appeal it, but they don't have to agree with your assessment. If there are no witnesses, then it's his word against yours. In the nicest way possible, there's no reason they should believe you over him, or vice versa, they can only go on what they've investigated.

Could I ask the tribunal to look into the bullying and harassment.

You cannot go to ET for bullying. You can for discrimination and harassment. You will need to have exhausted internal grievance procedures first, and be able to provide evidence. Your version without any back up won't be enough.

If I complete ET1 form would this give company the right to sack me ?

They can sack you, but not lawfully. It would constitute unfair dismissal if it was for that reason alone.

Do I go to ACAS?

By all means go to ACAS, but you will probably get better advice here, so do both if you want and take from it what you will.

Basically I want someone independent of the company to look into this

You can't demand this, unless you go to ET with evidence of harassment. Even then, they're not going to undertake an investigation, they will weigh up the evidence that you present them with.

Your best bet currently is to either appeal or continue to talk to your organisation about your manager's behaviour, keeping a diary and notes of when it happens. If you cannot evidence what you are saying then I'm afraid there is very little you can do.

HTH
KiKi

thanku1

Oh your are so kind thanks you for telling me this.

Now I understand why he said at the time when there was no one there.

thanku1

I just want to say two words to you all

LOVE you ALL

many many Thanks

KiKi

Sambucus Nigra who posts on here always has some great advice in this situation which I love. Her advice is that if someone says something which you're uncomfortable with, then take out a notepad, silently, and write down what they said and the date and time. Don't say a word. Put the notepad back. If your manager asks what you're doing say that you've been advised to make a record of things that are happening at work. Say nothing else.

That might be enough to unnerve your manager into stopping!

KiKi

thanku1

One last thing please for tonight.

Emmzi

if you were not advised it was under your capability/ attendance policy then it wasn't, it was an informal chat (no matter what it felt like)

you would have been quite ok to say stuff like "thanks for your concern, I am still signed off and not feeling up to this today. I'd prefer notice ion order to prepare myself before we discuss it again." etc.