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THE REMPLOY ACCORD DISCIPLINE & GRIEVANCE PROCEDURE A legally binding Collective agreement Grievance Procedure 4.

9 PURPOSE The purpose of the grievance procedure is to ensure that all employees are treated fairly and consistently and the aim is to resolve grievance as quickly as possible. 4.9.1 Grievance Procedure Stage 1 All matters affecting an individual employee must be submitted in writing and discussed in the first instance between the employee and the immediate team leader/line manager who, after consultation, must give a formal reply within a period of time no longer than two working days. If the employee is not satisfied with the reply, stage 2 of this grievance procedure may be invoked. 4.9.2 Grievance Procedure Stage 2 A meeting will be arranged between the employee, the Trade Union representative/Shop Steward and the line Manager. This meeting must be held within five working days of the request. At this stage, the factory/site or location Manager may call on any technical, or other assistance which either the manager or the employee may require. If settlement is not achieved at this stage and a failure to agree is recorded, the line Manager must report the circumstances to the appropriate HR professional, and the Shop Steward to his local full-time trade union official. 4.9.3 Grievance Procedure Stage 3 The appropriate HR professional and local full-time trade union official will arrange for a meeting to take place at the factory/workplace as soon as practicable. The Employee would normally be advised within 10 days of the proposed meeting. If settlement is not achieved at this stage, and a failure to agree is recorded, agreed minutes will be made setting out the main details of the matter in dispute. Additionally the HR professional concerned will refer the matter to an appropriate more senior level Manager; similarly the local full-time trade union official will refer to the full-time trade union officer with national responsibility for Remploy. 4.9.4 Grievance Procedure Stage 4 The appropriate Senior Line Manager/Director supported by the HR function will arrange a meeting to discuss the matter at the request of the full-time officer of the Trade Union with national responsibilities for Remploy, as soon as practicable.

If settlement is not achieved, and a failure to agree is recorded, the matter may be referred by agreement to the National Joint Industrial Council (NJIC) 4.9.5 Grievance Procedure Stage 5 A quorum of the National Joint Industrial Council will discuss the matter as soon as practicable with the involvement of a Company Director. If settlement cannot be reached in this meeting, consideration will be given by both parties to what forms of conciliation and/or arbitration are open to them 4.10 STATUS QUO The procedure set out in the above paragraphs 4.3 to 4.9 are agreed for the prompt and efficient treatment of any matter arising, which could lead to dispute. In addition, it is agreed that: a) Until the procedure has been completed there shall be no lock out, stoppage of work, either partial or general, or any other form of industrial action; b) In the event of a dispute work shall proceed under conditions existing immediately prior to the dispute arising. The Company will not implement alterations to conditions of employment or well-established work practices until agreement has been reached, or this procedure has been exhausted. Matters affecting an individual employee must be taken through Stage 1 of the procedure. Matters affecting a group of workers, a whole factory, or a group of factories, may, by agreement, be injected into the procedure at the appropriate stage. The parties agree to seek a resolution of all issues at the earliest opportunity and at the lowest possible level in the Company. Matters raised under the Company Equal Opportunity Policy or matters of a serious nature such as bullying and harassment or any form of discrimination will be will be raised at least at Stage 3 of this Grievance Procedure.