Raising and Handling a Grievance
Example query
[Name] has raised a grievance about [subject]
Terio asks for what happened in the employee’s own words, whether it should be handled informally or formally where that’s a genuine choice, and records it. It then says to acknowledge the grievance promptly, Terio does not argue the case or promise any particular outcome.
If sexual harassment is involved, the grievance is always handled formally, even if informal was requested, and Terio raises the level of caution and suggests specialist input.
Who can be the handler
The person a grievance is about can never raise it, be recorded as its handler, or see or act on it in any way: including as an admin.
Example query
Assign [name], an external consultant, to handle this grievance
Terio asks why an external handler is needed and who keeps authority for the final decision.
If the employee is also in a disciplinary process
Terio does not say the disciplinary process has to stop. Instead it asks whether to run both together, pause part of one, or deal with the grievance first, and can record whichever decision is made.