Young Vic Grievance Policy

YOUNG VIC
Grievance Policy and Procedure
Sept 2022
What is a Grievance Procedure
A Grievance procedure is the process that we use to hear and resolve difficulties,
problems, complaints, or other situations compromising our values at the Young Vic, when
they have failed to be resolved informally.
A Grievance Procedure is recognised in employment law, and our policy follows the steps
and code provided by ACAS.
This policy supersedes all previous grievance policies and procedures and is effective
from 1 October 2022. This constitutes a variation to your employment contract (for full and
part time employees).
The Young Vic can alter or vary this policy at any time – it is non-contractual and does not
form part of your terms and conditions of employment/engagement.
Who is it for?
A Grievance Procedure is for all employees. When we use the term ‘staff ’we mean
anyone who is defined as an employee or worker by employment status. It has been
designed to support core staff, casuals and freelancers at the Young Vic.
All grievance complaints should be raised as soon as possible following the incident or
related treatment. However, freelancers and casuals will need to submit any grievance
within one month of either the incident occurring or the relative end date of their
engagment, and the following procedure may be modified depending on the nature of the
grievance.
The grievance must relate to something you have directly experienced.
Values in Practice and Accountability
The Young Vic has articulated its values and created charters to embed those values into
the practice of our culture. When things go wrong, there is an accountability flow chart
which aims to resolve differences and problems informally and respectfully. In the event
that accountability is not forthcoming, this Grievance Procedure is an option available to
everyone.
Types of issues that will be considered under the grievance process
A grievance is a concern, problem, or complaint that you raise with us. This could be
about:
10348123.1

work responsibilities
bullying, harassment and inappropriate behaviour
pay and working conditions
working relationships
The Procedure
At every point of this process you have the option to have someone accompanying you,
including a trade union representative or a colleague.
Informal
In the first instance, we encourage informal resolution. We recommend that you speak with
your line manager and ask them to support you. If this is not appropriate, for example if
they are the person causing you concern, you can also approach one of the Executive
Team or a Senior Manager to hold this process.
If you’re a freelance creative on a production with us, you can also raise your concern with
the Production or Company Manager for the show, or with one of the Executive Team or a
Senior Manager.
You can choose to outline your situation in person or in writing, including email, whichever
you prefer. The manager will be responsible for seeking resolution and accountability,
which may include mediation.
FORMAL GRIEVANCE PROCEDURE
Raising Your Grievance
All concerns will be taken very seriously and treated in a timely manner, although will take
as much time as needed to deal with them fully and fairly.
You should raise the grievance in writing with your line manager. This should explain the
nature and extent of the grievance including any evidence, relevant facts, dates, and
names of individuals involved so that we can investigate. You may also indicate the
outcome you are looking for.
If it is not appropriate to raise it with your line manager, you may raise it with their line
manager or a member of the Executive team.
What happens next is that we will investigate the grievance through a Hearing meeting
and further evidence-gathering, as appropriate. The line manager, or recipient of the
written grievance, will ordinarily act as the investigating person. They are likely to also be
the decision-maker, or they may elect for someone else to fulfil that function.
When your grievance is acknowledged, you will be told who will be responsible for
investigating and deciding on the grievance, and you will be invited to a Grievance Hearing
meeting to discuss the contents of your written grievance.
10348123.1

What is a Grievance Hearing?
The Grievance Hearing is held as soon as mutually possible, and scheduled with plenty of
time for you to prepare. It will be held at a mutually agreed location and time.
A Grievance Hearing is held by the line manager / investigating person who will be
accompanied by a note-taker. In some cases, by mutual agreement, the Grievance
Hearing might be held by a committee of people who are tasked with investigating and
deciding.
You are entitled to be accompanied at the hearing - this could be a trade union
representative or a colleague. You have the right to any and all access and carer support
that enables you to attend fully supported. You are expected to inform the investigating
person who will be accompanying you.
The Grievance is a chance for you to explain your grievance and to share any evidence
which supports your grievance. The line manager / investigating person can also ask
questions to ensure they are making a decision with complete understanding of the
situation. You may also discuss ideas for how a resolution could be found.
All notes taken at the meeting will be kept confidential. A copy of the notes will be shared
with you, and you will be told a timeframe for the decision.
After the Hearing, the investigating person may need time to investigate further by talking
to other parties. They will aim to account for this when giving you a decision timeframe.
Outcomes of your Grievance Hearing
After following a fair procedure, the decision-maker will decide on whether the grievance,
or any part of it, is UPHELD, PARTLY UPHELD, or NOT UPHELD.
They will communicate this in writing to you, explaining their judgement and any proposed
actions as a result.
You can agree; disagree but take no further action; or disagree and appeal the decision of
the committee.
There may be other outcomes such as recommendations about actions to take but these
will vary depending on the individual complaints.
You agree with the decision made by the committee.
The actions are turned into a work plan
You disagree with the decision made by the committee, inform the committee of this
and it is recorded, but take no further action.
The committee will record your disagreement on the final written account of the grievance.
10348123.1

You disagree with the decision made by the committee and choose to appeal.
You can choose to make an Appeal to the Young Vic Board - you will be told which
Trustee to direct an appeal to at the point of decision.
If you choose to do this, you will need to notify the decision-maker within five working days
from the outcome.
Your appeal will need to include the essential elements of the continuing grievance that
you wish to be considered, any actions that you agree with that have been proposed so far
and any additional recommendations that you would like to be considered.
The Trustee will invite you to a meeting to outline your case further and listen to the
alternative action you wish to be taken. As before, you are entitled to be accompanied at
the hearing, including a trade union representative or a colleague.
They will also offer this opportunity to the person/people you have raised concerns about,
and they will meet with members of the Hearing committee.
Following this, the Board will share their final decision and proposed course of action with
everyone involved. This decision will be final and end the process.
Confidentiality
Both parties must keep the grievance outcome and details confidential, including all
related documentation.
Where other staff have been cited and involved in the investigation, the line manager may
privately discuss the context and any actions that impact those staff.
No matter what the outcome, we will keep a written record of all grievance cases to help
with any questions or similar cases in the future. In line with data protection law, records
will be confidential and only kept for as long as necessary
10348123.1