{"id":49047,"date":"2026-06-25T09:57:26","date_gmt":"2026-06-25T09:57:26","guid":{"rendered":"https:\/\/languageinactionltd.co.uk\/?page_id=49047"},"modified":"2026-06-25T09:58:48","modified_gmt":"2026-06-25T09:58:48","slug":"politique-de-grief","status":"publish","type":"page","link":"https:\/\/languageinactionltd.co.uk\/fr\/policies\/grievance-policy\/","title":{"rendered":"Politique de r\u00e8glement des griefs"},"content":{"rendered":"
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\n\t\t\t\t\tPolitiques<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Politique de r\u00e8glement des griefs <\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Derni\u00e8re mise \u00e0 jour le 25\/06\/2026<\/i><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Introduction<\/h2>\n

Malvern International, y compris \u00ab Language in Action \u00bb, estime que plus les pr\u00e9occupations ou les r\u00e9clamations sont soulev\u00e9es t\u00f4t, mieux c'est pour toutes les personnes concern\u00e9es, afin d'\u00e9viter que la situation ne s'aggrave.<\/p>\n

Les employ\u00e9s sont encourag\u00e9s \u00e0 signaler rapidement toute pr\u00e9occupation ou tout grief \u00e0 leur responsable hi\u00e9rarchique dans un cadre informel. Cependant, si la question concerne le responsable hi\u00e9rarchique, le probl\u00e8me peut \u00eatre port\u00e9 \u00e0 l'attention du responsable des ressources humaines, qui conseillera sur la marche \u00e0 suivre.<\/p>\n

L'Entreprise reconna\u00eet qu'il peut ne pas \u00eatre possible ou appropri\u00e9 de r\u00e9soudre toutes les pr\u00e9occupations de mani\u00e8re informelle. Dans ce cas, les employ\u00e9s doivent utiliser la proc\u00e9dure de r\u00e9clamation formelle d\u00e9crite ci-dessous.<\/p>\n

Cette politique ne fait pas partie de votre contrat de travail avec l'Entreprise et peut \u00eatre modifi\u00e9e de temps \u00e0 autre.<\/p>\n\n

Processus<\/h2>\n\n

\u00c9tape 1 \u2013 R\u00e9clamation \u00e9crite<\/strong><\/p>\n

La r\u00e9clamation doit \u00eatre formul\u00e9e par \u00e9crit aupr\u00e8s du responsable de l'employ\u00e9 et\/ou du responsable des ressources humaines et doit expliquer suffisamment le motif de la r\u00e9clamation et indiquer le r\u00e9sultat souhait\u00e9.<\/p>\n

Une r\u00e9clamation doit normalement \u00eatre soulev\u00e9e dans un d\u00e9lai de trois mois \u00e0 compter de l'apparition du probl\u00e8me ou de la survenance de l'incident.<\/p>\n\n

\u00c9tape 2 \u2013 Enqu\u00eate<\/strong><\/p>\n

Les RH m\u00e8neront ou d\u00e9l\u00e9gueront l'enqu\u00eate sur la plainte \u00e0 une personne appropri\u00e9e, et il pourrait \u00eatre n\u00e9cessaire d'organiser une r\u00e9union d'enqu\u00eate r\u00e9unissant toutes les parties concern\u00e9es.<\/p>\n\n

\u00c9tape 3 \u2013 R\u00e9union<\/strong><\/p>\n

Une r\u00e9union de grief peut \u00eatre tenue pour discuter du grief avec l'employ\u00e9. La r\u00e9union aura normalement lieu dans les dix jours ouvrables suivant le d\u00e9p\u00f4t formel du grief.<\/p>\n

Suite \u00e0 toute investigation plus approfondie, la Soci\u00e9t\u00e9 confirmera la d\u00e9cision par \u00e9crit et expliquera la proc\u00e9dure d'appel dans un d\u00e9lai de 5 jours ouvrables.<\/p>\n\n

\u00c9tape 4 \u2013 Recours<\/strong><\/p>\n

Si l'employ\u00e9 n'est pas satisfait du r\u00e9sultat, il peut faire appel par \u00e9crit aupr\u00e8s des ressources humaines dans les 5 jours ouvrables suivant la r\u00e9ception de la r\u00e9ponse de l'entreprise.<\/p>\n

Une audience d'appel sera normalement organis\u00e9e dans les 10 jours suivant la r\u00e9ception de la lettre d'appel, et la d\u00e9cision d'appel sera d\u00e9finitive.<\/p>\n\n

Remarque : Tous les efforts raisonnables seront n\u00e9cessaires pour assister aux r\u00e9unions d'enqu\u00eate, de grief et d'appel. Si les employ\u00e9s sont incapables ou refusent d'assister aux r\u00e9unions sans motif valable, la Soci\u00e9t\u00e9 pourra prendre une d\u00e9cision sur la base des \u00e9l\u00e9ments disponibles en leur absence.<\/em><\/p>\n\n

Mod\u00e8le de r\u00e9union de grief (si appropri\u00e9)<\/h2>\n
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  • \u00c0 chaque \u00e9tape, l'employ\u00e9 sera inform\u00e9 par \u00e9crit de la date de r\u00e9union convenue.<\/li>\n
  • Le salari\u00e9 doit, au d\u00e9but de chaque r\u00e9union, pr\u00e9senter les motifs de sa r\u00e9clamation.<\/li>\n
  • Le Directeur, le repr\u00e9sentant des RH et le repr\u00e9sentant des employ\u00e9s (le cas \u00e9ch\u00e9ant) peuvent soulever des questions.<\/li>\n
  • Le Directeur ajournera la r\u00e9union pour examiner les points soulev\u00e9s.<\/li>\n
  • Suite \u00e0 un ajournement, le responsable pr\u00e9sentera ses conclusions soit en personne, soit directement par \u00e9crit.<\/li>\n<\/ul>\n\n

    M\u00e9diation<\/h2>\n

    Dans la plupart des cas, il sera possible de r\u00e9soudre les probl\u00e8mes par le biais de discussions informelles ou de la proc\u00e9dure de grief d\u00e9crite ci-dessus.<\/p>\n

    Toutefois, la m\u00e9diation peut constituer une solution alternative ou compl\u00e9mentaire appropri\u00e9e. Les deux parties doivent accepter de recourir \u00e0 la m\u00e9diation.<\/p>\n

    La m\u00e9diation est un processus confidentiel qui vise \u00e0 trouver un terrain d'entente pour la r\u00e9solution volontaire des probl\u00e8mes soulev\u00e9s. Elle peut \u00eatre facilit\u00e9e par les RH ou par un tiers externe tel que l'ACAS.<\/p>\n

    Le m\u00e9diateur peut sugg\u00e9rer des moyens de parvenir \u00e0 une r\u00e9solution, mais il ne peut pas imposer son jugement ou un r\u00e8glement du diff\u00e9rend.<\/p>\n\n

    Approbation de la politique<\/h2>\n\n\n
    Date :<\/strong> septembre 2025<\/td>Version :<\/strong> 1<\/td><\/tr>\n
    Auteur :<\/strong> Kelly McGrath, responsable des ressources humaines<\/td>Date de r\u00e9vision :<\/strong> Septembre 2027<\/td><\/tr>\n
    Approuv\u00e9 par le directeur g\u00e9n\u00e9ral<\/strong>
    Richard Mace :<\/td>    		<\/td><\/tr>\n<\/tbody>\n<\/table>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

    Policies Grievance Policy Last updated 25\/06\/2026 Introduction Malvern International, including Language in Action, believes that the sooner any concerns or complaints are raised the better for everyone involved, to prevent the situation escalating. Employees are encouraged to raise any concerns or grievances as quickly as possible with their Line Manager in an informal setting. However, […]<\/p>\n","protected":false},"author":27,"featured_media":0,"parent":44379,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-49047","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nGrievance Policy - Language in Action<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/languageinactionltd.co.uk\/fr\/politiques\/politique-de-grief\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Grievance Policy - Language in Action\" \/>\n<meta property=\"og:description\" content=\"Policies Grievance Policy Last updated 25\/06\/2026 Introduction Malvern International, including Language in Action, believes that the sooner any concerns or complaints are raised the better for everyone involved, to prevent the situation escalating. 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