Grievance Not Upheld Letter

Grievance Not Upheld Letter Template for Ireland

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Key Requirements PROMPT example:

"I need a Grievance Not Upheld Letter for our Dublin office, responding to an employee's complaint about their recent performance review score and bonus allocation for Q1 2025; the investigation found all procedures were followed correctly and the scoring was fair."

Document background

The Grievance Not Upheld Letter is a crucial document in Irish employment relations that serves as the formal written response to an employee's workplace grievance when the investigation concludes that the grievance cannot be sustained. This document is used when a thorough investigation has been completed following the organization's grievance procedures and in compliance with Irish employment law. It must be drafted carefully to ensure it meets all legal requirements under Irish legislation, including the Industrial Relations Acts and the Workplace Relations Act 2015. The letter should document the investigation process, explain the reasoning behind the decision, and inform the employee of their right to appeal. It's essential for maintaining clear communication, ensuring procedural fairness, and creating a formal record of the decision. The document helps protect both the employer and employee by ensuring transparency and adherence to proper procedures.

Suggested Sections

1. Recipient Details and Date: Full name, address, and date of the letter

2. Grievance Reference: Clear reference to the specific grievance case number and date it was raised

3. Acknowledgment of Grievance: Brief restatement of the nature of the grievance that was raised

4. Investigation Process: Summary of the steps taken to investigate the grievance, including meetings held and evidence reviewed

5. Findings: Clear explanation of the key findings from the investigation

6. Decision and Rationale: Clear statement that the grievance is not upheld and detailed explanation of the reasons why

7. Right of Appeal: Information about the employee's right to appeal, including the timeframe and process

8. Closing: Professional closing statement with signature block of the appropriate authority

Optional Sections

1. Support Services Available: Include when the subject matter is sensitive or might have caused distress to remind employee of available support services

2. Return to Work Arrangements: Include if the employee has been absent during the process or if specific arrangements need to be made

3. Mediation Offer: Include when ongoing workplace relationships need to be rebuilt despite the grievance not being upheld

4. Performance Management Context: Include when the grievance relates to or impacts ongoing performance management processes

Suggested Schedules

1. Investigation Timeline: Chronological list of key dates and actions taken during the investigation process

2. Meeting Minutes: Copies of minutes from relevant meetings held during the grievance process

3. Evidence Summary: Summary of key evidence considered in reaching the decision

4. Appeal Procedure: Detailed document outlining the company's appeal procedure and requirements

5. Relevant Policies: Copies of any company policies relevant to the grievance decision

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok��˰� | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Clauses

Relevant Industries

Healthcare

Financial Services

Technology

Manufacturing

Retail

Education

Public Sector

Construction

Hospitality

Professional Services

Transportation

Telecommunications

Non-Profit

Energy

Agricultural

Relevant Teams

Human Resources

Legal

Compliance

Senior Management

Operations

Employee Relations

Industrial Relations

Corporate Governance

Administration

Relevant Roles

HR Director

HR Manager

Employee Relations Manager

Line Manager

Department Head

HR Business Partner

HR Officer

Compliance Officer

Legal Counsel

Employee Relations Specialist

HR Administrator

Operations Manager

General Manager

Company Secretary

Managing Director

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