The Line Manager hearing the grievance at any stage of the grievance procedure is required to provide a summary of key facts or evidence and argument(s) presented at the grievance meeting or hearing to the parties.

If a grievance occurs amongst employees in different departments, the first action would be to get the parties to try to resolve the matter through mediation by agreement.

Should the mediation process fail or not be agreed to, stage one in the grievance process should be initiated.

Grievances that emanate from any disciplinary process shall be resolved through a disciplinary appeal process or dispute resolution mechanisms.

A formal grievance must be lodged in writing and all decisions taken in the process should be in writing.

Management at various levels will consider every grievance lodged and genuine attempts will be made to resolve it.

Unresolved grievances follow a process of escalation through the different levels of management with the final internal stage being at an executive management level.

Management will attend to any grievance lodged and the resolution of such grievance will not be unreasonably delayed.

If there are unreasonable delays to deal with grievances, remedial action will be taken against the supervisor or any member of the management that fails to observe these principles.

Management shall consider all grievances lodged in a fair and just manner.

Any employee lodging a grievance may be accompanied and represented at any stage of the procedure by a colleague of his/her choice, or by a trade union representative, who is an employee of the University.

Legal representation is not allowed in this process.

No aggrieved employee shall be victimised or prejudiced directly or indirectly because of lodging a grievance.

Where victimisation is suspected after lodging a grievance, the aggrieved employee may submit details in terms of the Grievance Procedure and lodge a different grievance.