{"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":"%e8%8b%a6%e6%83%85%e5%87%a6%e7%90%86%e6%96%b9%e9%87%9d","status":"publish","type":"page","link":"https:\/\/languageinactionltd.co.uk\/ja\/policies\/grievance-policy\/","title":{"rendered":"\u82e6\u60c5\u51e6\u7406\u65b9\u91dd"},"content":{"rendered":"
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\u306f\u3058\u3081\u306b<\/h2>\n

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\u30d7\u30ed\u30bb\u30b9<\/h2>\n\n

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\u30b9\u30c6\u30c3\u30d7\uff13 \u2013 \u4f1a\u8b70<\/strong><\/p>\n

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    \n
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    \u30dd\u30ea\u30b7\u30fc\u627f\u8a8d<\/h2>\n\n\n
    \u65e5\u4ed8\uff1a<\/strong> 2025\u5e749\u6708<\/td>\u30d0\u30fc\u30b8\u30e7\u30f3:<\/strong> 1<\/td><\/tr>\n
    \u8457\u8005:<\/strong> \u30b1\u30ea\u30fc\u30fb\u30de\u30af\u30b0\u30e9\u30b9\u3001\u4eba\u4e8b\u90e8\u9577<\/td>\u30ec\u30d3\u30e5\u30fc\u65e5\u4ed8\uff1a<\/strong> 2027\u5e749\u6708<\/td><\/tr>\n
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    \u30ea\u30c1\u30e3\u30fc\u30c9\u30fb\u30e1\u30a4\u30b9<\/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, if the matter concerns the Line Manager, the issue can be raised with the Head of HR, who will advise how to proceed. The Company recognises that it may not be possible or appropriate to resolve every concern informally. Where this is the case, employees should use the formal grievance procedure set out below. This […]<\/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\/ja\/\u653f\u7b56\/\u82e6\u60c5\u51e6\u7406\u65b9\u91dd\/\" \/>\n<meta property=\"og:locale\" content=\"ja_JP\" \/>\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. Employees are encouraged to raise any concerns or grievances as quickly as possible with their Line Manager in an informal setting. However, if the matter concerns the Line Manager, the issue can be raised with the Head of HR, who will advise how to proceed. The Company recognises that it may not be possible or appropriate to resolve every concern informally. Where this is the case, employees should use the formal grievance procedure set out below. 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