Grievance Meeting advice please

dotchas

Hi, I have brought a grievance against my employer. The hearing is next week, they have asked me to provide any statement or evidence 7 days prior. Is this correct?
Searching on line brings up conflicting advice with some saying keep it to present in person, others saying provide it 2 days before.
I'd just like to add that they have not adhered to the rules so far.
Thank you

diystarter7

Hi Op

Please phoe ACAS tomorrow first thing and you will get most of the answers as well as support and tips.
We've used ACAS several times and 100% satisfaction

Write down the questions you want to ask so not overlooked

You belong to a union and is there a union rep there, consult them as well

you have a right to take someone in with you

ACAS will help

Good luck

dotchas

I will phone ACAS thanks as their guidelines on line don't really mention statements and when to provide them. I do have a union rep. I want to everything correctly as my employer isn't, if that makes sense?

oldernonethewiser

Does your employer have a greivance policy and have you got a copy of that?

diystarter7

dotchas said:

I will phone ACAS thanks as their guidelines on line don't really mention statements and when to provide them. I do have a union rep. I want to everything correctly as my employer isn't, if that makes sense?

Ok, great,
They are often happy to call back or accept a call that is convenient for you during office hours.

So prepare the questions as bullet points
I hope this helps, reinforces what you know

https://www.acas.org.uk/grievance-procedure-step-by-step/step-4-the-grievance-meeting

dotchas

oldernonethewiser said:

Does your employer have a greivance policy and have you got a copy of that?

Yes they do but it doesn't mention when to provide evidence specifically, I had assumed I just took it along with me to read out.
My employer has not followed their own policy, for example my grievance was sent in Nov, acknowledged in Dec and the meeting is next week! 
I read on one legal site that you should keep your evidence until the hearing to prevent them pre making their decision.

Altior

It shouldn't make any difference because any decision or action is not ordinarily determined on the spot. It may help them to decide who is best suited to hear the grievance, as it needs to be considered someone independent from the issues you are raising, and they can't hear any disciplinary that might follow on from the hearing. It's interesting that you wrote that it's against your employer, and not an individual. 

dotchas

My grievance is about procedure rather than an individual. 

Altior

Just to add that disclosure techniques don't usually come into things until further down the track. What you want from a grievance is that your issues are taken seriously, and remedies are undertaken if needed (or, for example, where it's against an individual and a serious matter, potential suspension). So I don't really see any reason not to provide what they are requesting, as the more evidence there is, the better. If for some reason it comes to action outside of work down the track, what you want to do is be able to demonstrate that you did everything in your power to comply with what was being asked of you (as long as it passes the 'safe, reasonable and fair' test). 

Marcon

In addition to ringing ACAS, it's worth reading this, which gives a particularly good and clear explanation of grievance matters: https://www.davidsonmorris.com/grievance-procedure-steps/

Undervalued

Altior said:

Just to add that disclosure techniques don't usually come into things until further down the track. What you want from a grievance is that your issues are taken seriously, and remedies are undertaken if needed (or, for example, where it's against an individual and a serious matter, potential suspension). So I don't really see any reason not to provide what they are requesting, as the more evidence there is, the better. If for some reason it comes to action outside of work down the track, what you want to do is be able to demonstrate that you did everything in your power to comply with what was being asked of you (as long as it passes the 'safe, reasonable and fair' test). 

Indeed ^^.

 It is important to remember that there are no longer statutory procedures for disciplinary and grievance processes, only guidelines.

The employer still has a duty to make a reasonable attempt at conducting a fair process but they now have more latitude as to how to do that.

Given that you are being advised by your union, they should really guide you as to how best to present your grievance. That said, the quality of union reps can vary wildly from the excellent to the abysmal.

Unless doing so puts you at a clear disadvantage, it is generally best to comply with how the employer wants to handle this. Picking a fight with them on points of procedure is best avoided unless it is essential.