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Grievance Appeal Outcome Letter

Grievance Appeal Outcome Letter Template for Ireland

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Key Requirements PROMPT example:

Grievance Appeal Outcome Letter

"I need a Grievance Appeal Outcome Letter for an employee who appealed their original grievance about gender-based pay discrimination; the appeal hearing was held on March 15, 2025, and we've decided to partially uphold the appeal with a commitment to conduct a company-wide pay equity review."

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Document background
The Grievance Appeal Outcome Letter is a crucial document in Irish employment relations that represents the final stage of an organization's internal grievance procedure. It is used when an employee has appealed the outcome of their initial grievance and a full review has been conducted. The letter must comply with Irish employment legislation, particularly the Industrial Relations Act 1990 and the Workplace Relations Act 2015, and should demonstrate that a fair and thorough appeal process has been followed. This document typically includes details of the appeal hearing, evidence considered, the decision reached, and any resulting actions or recommendations. It serves as both a formal communication to the employee and a legal record of the organization's handling of the appeal, which could be significant if the matter proceeds to the Workplace Relations Commission or Labour Court.
Suggested Sections

1. Header and Addressing: Company letterhead, date, recipient's name and address, and reference numbers

2. Introduction: Confirmation of receiving the appeal and reference to the original grievance

3. Appeal Meeting Details: Date and attendees of the appeal hearing, if one was held

4. Summary of Original Grievance: Brief recap of the original grievance and initial outcome

5. Grounds for Appeal: Clear statement of the grounds on which the employee based their appeal

6. Investigation Process: Overview of steps taken to review the appeal, including any meetings or additional evidence considered

7. Findings and Considerations: Detailed explanation of the findings from the appeal investigation and key factors considered

8. Decision: Clear statement of whether the appeal is upheld, partially upheld, or rejected

9. Next Steps: Information about implementing the decision and any actions required

10. Closure: Statement that this is the final stage of the internal grievance procedure

Optional Sections

1. Recommendations: Specific recommendations for workplace improvements or changes, used when the investigation reveals systemic issues that need addressing

2. External Rights: Information about external dispute resolution options, included when the grievance involves statutory rights or when internal procedures are exhausted

3. Timeline for Implementation: Specific deadlines and milestones for implementing any changes, included when the appeal is upheld and requires specific actions

4. Support Services: Information about available employee support services, included when the nature of the grievance suggests additional support might be beneficial

5. Return to Work Arrangements: Details of any special arrangements for returning to work, included when the employee has been absent during the process

Suggested Schedules

1. Appeal Hearing Minutes: Detailed notes from the appeal hearing

2. New Evidence Considered: Copies or summaries of any new evidence presented during the appeal process

3. Original Grievance Documentation: Copies of the original grievance letter and outcome

4. Relevant Policies: Copies of any company policies referenced in the decision

5. Action Plan: Detailed plan for implementing any changes or recommendations, if applicable

Authors

Alex Denne

Head of Growth (Open Source Law) @ ¶¶Òõ¶ÌÊÓƵ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
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Relevant Industries

Financial Services

Technology

Healthcare

Manufacturing

Retail

Education

Public Sector

Professional Services

Construction

Hospitality

Transportation

Non-profit

Telecommunications

Energy

Agriculture

Relevant Teams

Human Resources

Legal

Senior Management

Employee Relations

Compliance

Industrial Relations

Operations

Administration

Relevant Roles

HR Director

HR Manager

Employee Relations Manager

HR Business Partner

Department Manager

Senior Manager

Operations Director

Chief Human Resources Officer

Industrial Relations Officer

Compliance Manager

Legal Counsel

Employee Relations Specialist

HR Administrator

Line Manager

Department Head

Industries







Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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