Grievance outcomes

Relax

I have recently been through the process of grievance.
The outcome has mostly been found in my favour.

To offer a a simple outline
The health and safety officer within my organisation made threats against me in front of witnesses when I raised for further discussion a dangerous incident he was responsible for.
Both recognition of the danger of the act and the recognition that those threats were made to myself have been upheld.

This manager also serves a role as my line manager, so avoidance is pretty tricky.

What should I expect to happen next?

I have received in writing this decision, but have been asked to keep this information confidential within the organisation.

Any advice on what I should expect to happen would be much appreciated.
 

Dox

Hopefully another letter from your employer, setting out details of any action they intend to take.

Relax

Sounds sensible. 
I have tried to Google it and I could not find any similar examples. 

TELLIT01

All you can really do is work on as if this incident never happened.  That's the only way you can keep a decent working relationship with the other person.  If they do start to make life difficult for you raise it with higher management / HR.

eamon

Well done for winning your grievance, very rare against a manager. But I would be inclined to think of it as more as a pyrrhic victory. One or both of you could be on the way out of the company. You because you won, your manager due to lose of face. In reality we don't know the dynamics of your employer and everything could be alright.

Lomast

I agree, we had a similar situation at work junior staff member won if that's the right word a grievance as their manager was technically in the wrong and couldn't prove he followed procedures but after that the person was not considered for promotion and slowly pushed out but very carefully so as not to be seen to be doing so

Relax

The company I work for has been bought recently by a large corporation.
I am not sure if even twelve months ago I would have considered taking the actions of raising even the original Health and safety breach let alone elevating this to a complaint about the actions taken as a result of my discussing the issue.

bucksbloke

What are you expecting to happen? The letter you've received is the end of the process. You are not entitled to know what action if any they are going to take with another employee. That is private and confidential information. 

Relax

bucksbloke said:

What are you expecting to happen? The letter you've received is the end of the process. You are not entitled to know what action if any they are going to take with another employee. That is private and confidential information. 

That is precisely why I asked. 
At what point does privacy affect my knowledge of the outcome. 
As all the examples on line generally refer to the actions that will follow for the accused of the outcome of a grievance.
So in answer to your question. 
I don't know, I never took part in a grievance and my company handbook does not enlighten me other than explain the outcome can lead to referral to the disciplinary section of the handbook. 

Comms69

Relax said:

bucksbloke said:

What are you expecting to happen? The letter you've received is the end of the process. You are not entitled to know what action if any they are going to take with another employee. That is private and confidential information. 

That is precisely why I asked. 
At what point does privacy affect my knowledge of the outcome. 
As all the examples on line generally refer to the actions that will follow for the accused of the outcome of a grievance.
So in answer to your question. 
I don't know, I never took part in a grievance and my company handbook does not enlighten me other than explain the outcome can lead to referral to the disciplinary section of the handbook. 

Unless the outcome has a direct change to you, you wont be told.

e.g. a change of line manager, obviously you would be informed that this person was no longer managing you. 

Relax

Comms69 said:

Relax said:

bucksbloke said:

What are you expecting to happen? The letter you've received is the end of the process. You are not entitled to know what action if any they are going to take with another employee. That is private and confidential information. 

That is precisely why I asked. 
At what point does privacy affect my knowledge of the outcome. 
As all the examples on line generally refer to the actions that will follow for the accused of the outcome of a grievance.
So in answer to your question. 
I don't know, I never took part in a grievance and my company handbook does not enlighten me other than explain the outcome can lead to referral to the disciplinary section of the handbook. 

Unless the outcome has a direct change to you, you wont be told.

e.g. a change of line manager, obviously you would be informed that this person was no longer managing you. 

At present he is both my direct line manager and health and safety officer for the company