NICS Grievance

leftieM

My OH used to work in the NICS and was aware of a bullying allegation which was upheld. A manager gave poor appraisals three years running, along with other daily bullying incidents, and a good employee had their pay frozen as a result. I suppose in that case there was clear evidence that the employee was good at their job (attendance, record of output etc) and was treated unfairly. The boss was moved to another department. Maybe you'll get lucky and that will happen for you.

If you had a bullying boss in the private sector you would have no come back. You would have to leave.

pepper33

I have had conflicting reports on this forum, and I have very firm views on that if your case is good, and you keep track of it. And you have the support and strength to carry it through, you will get a result. I have learnt a lot of people take a grievance at the drop of a hat, and misuse the system. I have known of people myself in the NICS that have won their cases. haven't heard of any others. thanks for everyone's advice, will keep on posting, to see if I can get any other options.

pepper33

what do I do if my dept decides to deal with it informally. I have said I don't want this, but what can I do, if they want to deal with it this informally........

NAR

pepper33 wrote: »

what do I do if my dept decides to deal with it informally. I have said I don't want this, but what can I do, if they want to deal with it this informally........

You tell your NIPSA rep; there are procedures to follow.

highrisklowreturn

You don't tell your nipsa rep - you put it through HR and as complainant you over-ride the internal structure - and then you get the same result.

NAR

The whole procedure is too long to produce here, but this from HRConnect shows how to commence procedure:-

5 Formal Grievance Procedure
5.1 If it is not possible to resolve a grievance informally or you do not wish to attempt informal resolution you may invoke the formal Grievance Procedure as outlined below. If a manager becomes aware that you wish to invoke the grievance procedure, he/she must refer you to the procedure to ensure that there is no misunderstanding regarding the roles and the process. It is in the interest of all parties that the grievance is dealt with as quickly as possible and it is essential, therefore, that anyone dealing with grievances follow the stipulated timetable or, in exceptional circumstances, agree any extensions to any revised time limit.
5.2 The periods contained in this procedure are the maximum which would normally be used in the various stages. If exceptional circumstances arise which prevent these periods being used, extensions to the normal periods may be arranged. Extensions to the time periods below must not cause unreasonable delay in the process and should be agreed with yourself and/or your representative.
5.3 The Grievance Procedure consists of 4 stages:

•Stage 1 Raising the Grievance
•Stage 2 The Grievance Meeting
•Stage 3 The Appeal
•Stage 4 Further Appeal

Each of these stages is explained in more detail below.
5.4 STAGE 1 – Raising a Grievance
1.You must set out the grievance in writing as soon as is reasonable after the event giving rise to the grievance. Your grievance will be submitted through HRConnect and will be directed to an appropriate officer in line management or Departmental HR, depending on the nature of the grievance. Your written statement of the grievance should:

a.make it clear that it is a complaint under the formal grievance procedure;
b.set out the reasons for the grievance;
c.outline what action, if any, has been taken to resolve the matter;
d.clearly state the desired outcome.

2.If your grievance relates to a matter within the responsibility of line management, it will be dealt with by your Line Manager or another manager within line management who has responsibility for the decision that has given rise to your grievance. However where your grievance is about the immediate Line Manager, it will be dealt with by the next level of line management.
3.If your grievance relates to a matter outside of line management’s responsibility, it will be directed initially to an appropriate officer in Departmental HR, who will appoint an officer, with responsibility for the decision that has given rise to the grievance, to deal with the matter. If your grievance is about a promotion matter it will be dealt with by Departmental HR.
4.If you have difficulty setting out the grievance in writing, either because you have difficulty expressing yourself or because English is not your first language, you should seek assistance. This may be from Management, a Trade Union Representative or work colleague.
5.An investigation will be carried out by HRConnect.

Indo77

Personally I would get a transfer and move on from this. What will happen if the grievance ends up in your favour? Will life substantially change?

NAR

Indo77 wrote: »

Personally I would get a transfer and move on from this. What will happen if the grievance ends up in your favour? Will life substantially change?

Post #8 the OP has been offered a post in another office, but appears to be in no hurry to take it up.

In all honesty I doubt the culprits will get anything more than a slap on the wrist, in the form of a verbal warning.

pepper33

I am actually of work sick, with depression, and anxiety, and have been in what I describe as hell since before Christmas. My pay has been cut, so life has become very difficult for me. I have been offered a post in Belfast, but am not fit to actually take it up. I would love to be back at work, so I am not just sitting at home with my feet up, can't sleep, can't eat, do you want to know what effect this has had on my life....... People think if you are off with stress, its an excuse, but believe me, I have been diagnosed with PTSD, because of the trauma suffered from 6 years of bullying.. I know of several cases where people have been demoted, not allowed to be in charge of staff.... My consultant says I need time to heal, so that is why I am in no hurry to get back to work...

Indo77

pepper33 wrote: »

I am actually of work sick, with depression, and anxiety, and have been in what I describe as hell since before Christmas. My pay has been cut, so life has become very difficult for me. I have been offered a post in Belfast, but am not fit to actually take it up. I would love to be back at work, so I am not just sitting at home with my feet up, can't sleep, can't eat, do you want to know what effect this has had on my life....... People think if you are off with stress, its an excuse, but believe me, I have been diagnosed with PTSD, because of the trauma suffered from 6 years of bullying.. I know of several cases where people have been demoted, not allowed to be in charge of staff.... My consultant says I need time to heal, so that is why I am in no hurry to get back to work...

I do know what it's like to work in a place you detest, it leaves you filled with negative energy, stressed and feeling resentful. I am not indifferent to what you are saying pepper33 but sometimes I think you are better to just cut your losses and decide to move on from this. Usually the internal grievance process is pointless even if it is in your favour.

You are better to secure another role and then leave said organisation to their own demise. Mentally have nothing more to do with it and look to brigher horizons. As you say you have experienced all this hardship then the ideal answer is to move on and don't look back. Treat it as a life experience and know it won't happen again.