andco   10 #1 Posted August 18, 2013 What is best practice when managing a complaint made by an external party about an organisation's employees. Are these employees entitled to know the basis of this complaint? What rights does the subject of the complaint have to know the content of any emails or other documents in relation to their conduct? Share this post Link to post Share on other sites Share this content via...
Beccyboop   10 #2 Posted August 18, 2013 You need to consult your HR procedures. Share this post Link to post Share on other sites Share this content via...
andco   10 #3 Posted August 18, 2013 Thanks for your reply. It's a startup in the process of setting up all that sort of stuff. Any pointers so that I can help them develop a good practice model. Share this post Link to post Share on other sites Share this content via...
H_Hounds   10 #4 Posted August 19, 2013 You might find the ACAS website useful. Have you considered employing a HR manager? Share this post Link to post Share on other sites Share this content via...
andco   10 #5 Posted August 19, 2013 Thanks for all replies. Will be contacting ACAS for specific information to the situation in question. Share this post Link to post Share on other sites Share this content via...
steveroberts   10 #6 Posted August 19, 2013 What is best practice when managing a complaint made by an external party about an organisation's employees. Are these employees entitled to know the basis of this complaint? What rights does the subject of the complaint have to know the content of any emails or other documents in relation to their conduct?  Surely it is in everyone's interest that the employee knows about it; otherwise how will they know how to change their behaviour towards that external party? Share this post Link to post Share on other sites Share this content via...
MobileB Â Â 10 #7 Posted August 19, 2013 Surely it is in everyone's interest that the employee knows about it; otherwise how will they know how to change their behaviour towards that external party? Â I agree Steve. But depending on the sensitivity of the complaint, you may need to take out the details of the complainant. Share this post Link to post Share on other sites Share this content via...
steveroberts   10 #8 Posted August 19, 2013 I agree Steve. But depending on the sensitivity of the complaint, you may need to take out the details of the complainant.  Good point Steve; hope you're keeping well? Not seen you on here in a while. Share this post Link to post Share on other sites Share this content via...
MobileB Â Â 10 #9 Posted August 19, 2013 Good point Steve; hope you're keeping well? Not seen you on here in a while. Â I do lurk but busy time of year with the video plus your friend and mine has decided on a rapid expansion scheme which is keeping recruitment and TUPE processes (or should that be processors) on our toes!! Share this post Link to post Share on other sites Share this content via...