Issue - meetings

Report of the Assistant Chief Executive – People and Organisational Development. – To seek the Committee’s approval to the revised Capability, Grievance and Bullying & Harassment Procedures

The Committee considered a report setting out the revised Capability, Grievance and Bullying and Harassment Procedures.

A review of the Council’s formal employment procedures, in consultation with the trade unions, HR officers and elected Members, had been carried out during the latter half of 2007. Following the review a series of recommendations that were reflected in the revised documents presented.

Capability Procedure  

The procedure had been revised in order to make it more effective and

Grievance Procedure

The Committee was advised that the main areas of change were around the timescales governing the completion of grievances; there was often insufficient time to deal with complex cases effectively and therefore it was proposed that the timescales should be extended.

It was also proposed that the number of stages within the process should be reduced from four to three. At present there was a perception that stage four, which was a re-hearing considered by Members, was the end of the process and that the preceding three stages were the route to this. Therefore the simplified system would consist three stages that concluded in a Member Panel reviewing the case.

The Committee was advised that a mediation option was being introduced and that this mechanism could be used at any stage of the process. Before a case could proceed to stage three mediation would have to have been explored unless this was inappropriate. Training sessions on mediation were being arranged in partnership with the Primary Care Trust (PCT) to help develop the skills required to facilitate this.

It was noted that Human Resources (HR) would nominate individuals to act as mediators. If either party had an objection to person proposed another individual would be selected. 

In response to a query the Committee was advised that systems for monitoring equalities and diversity were being revised and that once the data collected had been audited monitoring reports would be provided. In addition a detailed annual report would be published that would give an overview of trends.

The Committee was advised that it was difficult to monitor trends in terms of individual outcomes. However, trends were tracked and monitored through the reporting process.

In response to a query the Committee was advised that all managers should received internal training on Council policies and procedures. If managers were unsure of the processes that should be followed HR were available to assist and answer any queries.

Bullying and Harassment Procedure 

The Committee was advised that no changes were proposed to this policy. However, it was proposed that there should be clarification around the use of this policy and the Grievance Procedure.

In response to a query the Committee was advised that, generally, there was limited cross over between the Whistle Blowing Policy and the Bullying and Harassment Policy as this was used where people wished to remain anonymous. It was noted that the Whistle Blowing Policy had last been reviewed two to three years ago and there was agreement that a review of this should be programmed to  ...  view the full minutes text for item 6