Grievance outcomes

Comms69

Relax said:

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 

That isnt what i said. It seems that will continue.
Now if there was a change, you would be informed. As there is no change, there is nothing to inform you of. 

nicechap

Relax said:

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.

As others have suggested, you should not expect to be told what remedial action your employer will take.  You mention it was a H&S matter, so, it might be a question of refresher or additional training in that particular H&S area. It might be something else like an action plan to improve their conflict resolution skills.  It just depends.  In some organisations, a grievance might also stop the accused from applying from promotions, but again, with respect, none of this is your business. This is all between your manager and the organisation (typically their line manager).

You've been told the result is confidential so you must respect that and not discuss it with colleagues.  Both of you will be expected to be mature enough to work together without using this as a stick to beat the other one with.