Atypical & Flexible Working
1. Have you taken the complaint seriously and treated it sensitively and tactfully? Do not dismiss complaints because you think they are trivial (it may be the last straw) or because you think the employee is over-sensitive.
2. Have you found out whether the complainant wishes the complaint to be dealt with informally or formally and what the complainant would like you to do?
3. If the complaint is in writing, have you referred the complainant to the grievance or anti- harassment procedure to be followed? As a minimum this should include meeting with the complainant and their representative, if any; a reasonable investigation; and a right of appeal against the outcome.