Dispute Resolution policy (PS 141)
SECTION 2 BACKGROUND
It is recognised that from time to time individuals may experience difficulties/have concerns in relation to their role, working conditions or work colleagues, which may cause upset. Nottinghamshire Police and the Office of the Police and Crime Commissioners (OPCC) are committed to creating a working environment in which individuals can express concerns without fear of recrimination and for the issues to be resolved as soon as possible through early discussion.
The dispute resolution policy is here to guide staff through resolving these issues.
Issues that may cause disputes can include:
- Terms and conditions of employment
- Health and safety
- Work relations
- Bullying and harassment
- Working environment
- Discrimination
The formal dispute resolution procedure cannot be invoked where a procedure has its own mechanisms for appeal such as, recruitment, job evaluation, management of change, misconduct (the list is not exhaustive) and where the Chief Officer Team has decided under their rights contained within the Police Regulations, for example, in relation to transfers, postings and lawful orders.
The force reserves the right not to accept a dispute where a resolution is not achievable or where the dispute is malicious, frivolous or punitive to another member of the organisation.
SECTION 3 AIMS/OBJECTIVES
The aim of this policy is to provide a framework for addressing work-related issues or concerns with a fair, consistent and proportionate approach.
This policy covers police officers, police staff, OPCC staff, and special constables and offers them the opportunity to have their concerns/disputes at work reviewed on an impartial basis. As volunteers are neither employees nor workers, they can still raise any issues informally through the informal stages.
The overriding principle is to resolve matters as quickly as possible and informally at the appropriate local level. This policy ensures that the wellbeing of individuals is a key priority and supports our commitment to be an employer of choice. Our aim is to ensure that we build positive relationships and we create a culture of trust.
This policy should be read in conjunction with PD 603 Dispute Resolution Procedure, PG 027 Dispute Resolution Managers’ Guide and PS 151 Harassment and Bullying Policy.
SECTION 4 DETAILS
Stages of resolution
All work related concerns should be discussed in the first instance with the immediate line manager. Many issues can be resolved through constructive dialogue. Where the individual feels it is not appropriate to speak to their line manager, we encourage the individual to try to resolve the issue through mediation or through talking to the second line manager. Individuals
may be accompanied by a work colleague or trade union or staff association representative at any formal stage in the proceedings.
There is no right to be accompanied at informal meetings. However, should an individual request to be accompanied at a meeting this request should be considered and not unreasonably declined.
All attempts should be made to resolve issues at the earliest opportunity and informally before proceeding to the formal process. Only when all informal avenues have been exhausted will a formal dispute be considered other than in exceptional circumstances.
Appeals
The individual will have the right to appeal against the findings of the dispute, where they feel that their dispute has not been satisfactorily resolved. This should be done in writing within 5 working days of receipt of the notification of the outcome letter and outlining the reasons behind their decision and the areas which remain unsatisfactory resolved.
Status Quo
Should a concern/dispute arise, the status quo will be applied i.e. the practice that applied immediately before the point of dispute arose will be maintained whilst it is being investigated, unless police staff/police officers/public safety is a risk, or misconduct proceedings have commenced.
SECTION 5 LEGISLATIVE COMPLIANCE
This document has been drafted to comply with the general and specific duties in the Equality Act 2010; Data Protection Act; Freedom of Information Act; European Convention of Human Rights ; Employment Act 2002;Employment Relations Act 1999, and other legislation relevant to policing.
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PS 141:
Dispute Resolution
Type of Document:
Policy
Version:
1.1
Author:
Denise Hill
Effective Date:
June 2023
Review Date:
June 2025
Replaces Document (if applicable):
PS 141 Grievance Policy
Linked Documents:
PD 603 Dispute Resolution Procedure
PG 027 Dispute Resolution - Managers’ guide
PS 151 Harassment and Bullying Policy
PS148 Staff Misconduct Policy & Procedure