UNISON NHS Professional Organisations Branch

Problem at work?

This section deals with:

when you're concerned about the behaviour of others
when a line manager has expressed concern over your work or behaviour
formal actions: grievances and disciplinaries
what you must never do & what you must always do

Concerned over the behaviour of others

Discussing a problem is always the first action. The majority of issues can be resolved or alleviated by talking about your concerns.

Wherever possible it is advisable to talk to the individual with whom you have concerns. If, for example, a colleague is being rude or a line manager is making unreasonable demands, it can help to resolve a situation by telling them why their actions concern you.

If you have already tried this approach, or feel that this is not possible, then we advise you to approach one of the representatives listed under your organisations to discuss the matter.

When management express concerns over your work or behaviour

If you are requested to attend an investigation about your work or behaviour, we recommend that you contact a steward as soon as possible. Employees are legally allowed to request a trade union representative or colleague to accompany them to a formal investigation about their work or conduct.

Formal action: grievance/ disciplinary

Guidelines for each organisation are likely to vary slightly but their basic structure should follow that laid down by ACAS (Advisory, Conciliation and Arbitration Service). These guidelines may be set out in your employee handbook or may exist as separate policies available from your HR (Personnel) department or through your organisation's intranet.

In brief, a grievance is taken out by an employee against a colleague(s) where the employee feels that he/she has been unfairly treated. A disciplinary may be taken out by a line manager/ HR against an individual where it is felt that there has been a breach of acceptable standards of behaviour/ conduct. A competency hearing is similar to a disciplinary except that the focus is on the ability of the individual to successfully fulfill the requirement of the role. Each of these formal processes will involve an investigation to ascertain the facts and a written report will be produced within agreed timeframes. The possibility of appeal will also exist.

What you must never do & what you must always do

Never leave it to the last minute
Always involve your rep as early as possible

Leaving it too late often means that it's too late for the rep to provide meaningful help. This may be frustrating for the member but it's also frustrating for the rep.

Your steward is here to help and ensure that you are given all appropriate support. However, your rep cannot turn back time if you have acted or behaved inappropriately. Your steward will ensure that appropriate guidelines and policies are adhered to as well as providing a confidential channel to discuss an issue and its wider implications.