Appendix 1 - Guidance on the informal resolution of grievances

• In the first instance, every attempt should be made to resolve a grievance informally.
  
• This should involve getting all parties together in an informal way, this can be arranged by the School/Unit and is usually best facilitated by a mutually agreeable third party. (Human Resources can help with arranging this). Legal representatives are not appropriate at this stage. If English is not the first language of either party, then either party may request an interpreter.
  
• The third party should act as a mediator and should be someone with relevant experience and no previous involvement in the grievance.
  
• Ensure that the discussion is not going to be interrupted, and is held in a private location.
  
• Clarify the purpose of the discussion and ask each party to discuss the grievance, intervening and controlling the discussion where necessary.
  
• Depending on the discussion and circumstances surrounding the grievance it may be more appropriate to refer to either the harassment and bullying policy or disciplinary procedures.
  
• A brief note should be taken from all parties and any agreed outcome, this will be particularly useful if more formal resolution is required.
  
• If further mediation is the most likely option in order to lead to successful resolution, all parties must be in agreement and want to resolve the grievance.
  
• Using conflict resolution and mediation skills to tackle disputes is a quick and cost-effective way off restoring working relationships but all parties must be committed.
  
• If mediation is not successful, refer to formal three-step procedure.