Aterim is committed to promoting and maintaining good employee relations and fostering the commitment and morale of staff. The purpose of this procedure is to enable employees to raise any complaints concerning work-related matters so that the issue may be addressed promptly.

A grievance may be defined as a complaint which an employee(s) has concerning his or her terms and conditions of employment, working environment or working relationships. This procedure covers individual and collective grievances, i.e. complaints raised by or on behalf of a group of employees.

The type of issues which are appropriate for referral under this procedure include: 

• Allocation of work

• Assignment of duties

• Rostering arrangements

• Granting of all forms of leave, i.e. annual leave, compassionate leave, study leave

• Interpretation and application of national/local agreements including matters relating to pay-related benefits

• Granting of overtime

• Access to courses

• Health and safety issues

• Acting-up/deputising arrangements

• Conduct of disciplinary proceedings

• Relationships with work colleagues

• Organisational change/new working practices

• Defamation, harmful speech and misinformation to colleagues and public

Note: This list is not exhaustive.

The grievance procedure does not cover matters relating to improvements in pay or existing terms and conditions of employment which are of general application, i.e. matters appropriate to the collective bargaining process.

The grievance procedure is accessible to all staff. The employee should raise complaints on an informal basis in the first instance before invoking the formal grievance procedure.

Every effort will be made to address complaints quickly and fairly and at the lowest level possible at which the matter can be resolved. An employee will not be penalised in any way for making a complaint in good faith regardless of whether or not the complaint is upheld. The employee has the right to be accompanied by a work colleague or staff representative at all formal hearings under the grievance procedure.

While every effort will be made to adhere to the prescribed time limits these may be extended at any stage in exceptional circumstances.

This procedure provides a comprehensive method for the resolution of grievances in the absence of conflict. In the norm issues raised under it will be processed in accordance with the principles of full consultation and agreement during the process or following third party recommendation. In the event of a grievance arising, and where an employee(s) is/are working under protest, a meeting with senior management will be held within 3 working days of the request being received. Where the matter remains unresolved following this meeting the issue may be referred to a third party as a priority.

In the event that a grievance is referred to a third party, both sides will co-operate fully with the proceedings in accordance with the Industrial Relations Acts, 1946-2001.

The grievance hearing cannot be used as an opportunity to address shortcomings in the employee’s work standards, conduct or attendance. Any deficiencies will be dealt with through informal counselling or under the progressive stages of the disciplinary procedure.

Most routine complaints are capable of being resolved on an informal basis without recourse to the formal grievance procedure. Before invoking the grievance procedure the employee may raise the matter informally with his or her immediate supervisor/manager. If the complaint relates to the immediate supervisor/manager, the employee may discuss the matter informally with another manager. If the matter has not been resolved satisfactorily through informal discussions, the employee may raise a formal complaint under the grievance procedure. 

Stage 1

The employee should refer the complaint to a company Director, Mr Guillaume Riggi (guillaume.riggi@aterim.com +353852505290) or Mr Alan Gazielly (alan.gazielly@aterim.com +33662254015). A meeting will be arranged to discuss the matter not later than seven working days following receipt of the complaint.

The employee will be advised of his/her right to be accompanied by a work colleague or representative.

Following this meeting, the decision will be conveyed in writing to the employee within seven working days.

Stage 2

If the issue remains unresolved, the matter may be referred to an appropriate third party:

• Rights Commissioner

• Labour Relations Commission

• Labour Court

• Equality Tribunal

No strikes or other forms of industrial action will be initiated or threatened until all stages of the grievance procedure including third party referrals have been fully exhausted.