Can employer raise grievance against employee

foolofbeans

As the title asks..... Can an employer bring a grievance against an employee?

A colleague has raised a grievance against their employers and there has been a formal meeting but no resolution yet. Employee has now heard that one of the employers is raising a grievance against them.

I'm pretty sure that no grievance procedure enables this to happen as the employer usually has other ways to address employee issues. However, I can't find any specific statement or rule that mentions employers can't raise a grievance. Can anybody help please?

foolofbeans

I found this so that clarifies things!
https://www.scomo.com/disciplinary-and-grievance-procedures.html

nicechap

Depends on what you mean by grievance and employer. If you mean complaint and boss, then, yes, a boss could complain about one of their employees to a more senior boss for resolution. Maybe the manager is unhappy at the outcome of the grievance (e.g. found in favour of the employee) and is raising objections to it higher up the line.

Where I work, a grievance can be raised by anyone on any matter, after it has been raised with the individual(s) and they have a chance to respond/ resolve. Frivolous or malicious use would be subject to disciplinary policy.

ohreally

Employer would go to disciplinary.

another_casualty

Yes they can . Been there

foolofbeans

another_casualty wrote: »

Yes they can . Been there

I didn't think it was possible. Obviously employers can have concerns about employees but that would be the subject of a disciplinary procedure rather than a grievance procedure, wouldn't it?

The employee's grievance has been heard at a formal meeting but there has been no outcome yet and no time limit on when an outcome will be forthcoming.

another_casualty

foolofbeans wrote: »

I didn't think it was possible. Obviously employers can have concerns about employees but that would be the subject of a disciplinary procedure rather than a grievance procedure, wouldn't it?

The employee's grievance has been heard at a formal meeting but there has been no outcome yet and no time limit on when an outcome will be forthcoming.

I'll try to be brief here. ( mentioned in more detail in my 1st thread on dfw ) .
My situation : My boss at the time was personnel . I shouted at her ( I had very good reason to defend myself ). No swearing .After about 30 mins in her office I was told nothing further would happen .
A few days later in the following week I was called into a meeting room by Mr.HR who heard the heated discussion I had . I was told I won't be sacked . They couldn't have done so anyway. So, I got suspended on full pay for around 3 weeks . In this time , I revceived an email with a complaint and list of allegations of my behaviour.
I also had to see the company doctor in the time that I was suspended. I had the disciplinary and was given a final written warning suspended for 2 years. Mr.HR couldnt understand how a " likeable bloke" lost it.
I'll leave it there

TBagpuss

It sounds as though your boss is also an employee, so there is no reason that she can't raise a grievance about you, or why a grievance can't be raised on her behalf, for instance by someone who witnessed the incident.

Even if you had valid reasons to defend yourself, the fact that you did so by shouting may still mean that she has a valid complaint about you.

another_casualty

TBagpuss wrote: »

It sounds as though your boss is also an employee, so there is no reason that she can't raise a grievance about you, or why a grievance can't be raised on her behalf, for instance by someone who witnessed the incident.

Even if you had valid reasons to defend yourself, the fact that you did so by shouting may still mean that she has a valid complaint about you.

Ah, she was personnel so an employee also I guess . I am wrong here. Good shout . I haven't been there then

naughtyjo

Very odd as employers usually deal with issues through disciplinary measures but if this grievance is as a result of the employees grievance it seems unprofessional if the original grievance outcome isnt out. If it is related theyre a bit daft as it!!!8217;s reactive and could be deemed malicious but nobody in their right mind would start investigating until the 1st case outcome is know