{"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":"politica-de-reclamacoes","status":"publish","type":"page","link":"https:\/\/languageinactionltd.co.uk\/pt\/policies\/grievance-policy\/","title":{"rendered":"Pol\u00edtica de Reclama\u00e7\u00f5es"},"content":{"rendered":"
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\n\t\t\t\t\tPol\u00edticas<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Pol\u00edtica de Reclama\u00e7\u00f5es <\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00daltima atualiza\u00e7\u00e3o 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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Introdu\u00e7\u00e3o<\/h2>\n

A Malvern International, incluindo o programa \u201cLanguage in Action\u201d, acredita que quanto mais cedo forem levantadas quaisquer preocupa\u00e7\u00f5es ou reclama\u00e7\u00f5es, melhor ser\u00e1 para todos os envolvidos, a fim de evitar que a situa\u00e7\u00e3o se agrave.<\/p>\n

Os funcion\u00e1rios s\u00e3o incentivados a apresentar quaisquer preocupa\u00e7\u00f5es ou queixas o mais r\u00e1pido poss\u00edvel ao seu Gerente Direto em um ambiente informal. No entanto, se a quest\u00e3o envolver o Gerente Direto, o assunto pode ser apresentado ao Head de RH, que orientar\u00e1 sobre como proceder.<\/p>\n

A Empresa reconhece que pode n\u00e3o ser poss\u00edvel ou apropriado resolver todas as preocupa\u00e7\u00f5es informalmente. Quando for este o caso, os funcion\u00e1rios devem usar o procedimento formal de reclama\u00e7\u00e3o descrito abaixo.<\/p>\n

Esta pol\u00edtica n\u00e3o faz parte do seu contrato de trabalho com a Empresa e pode ser alterada de tempos em tempos.<\/p>\n\n

Processo<\/h2>\n\n

Passo 1 \u2013 Reclama\u00e7\u00e3o por escrito<\/strong><\/p>\n

A reclama\u00e7\u00e3o deve ser feita por escrito ao Gerente e\/ou Chefe de RH do funcion\u00e1rio e deve fornecer explica\u00e7\u00e3o suficiente sobre os motivos da reclama\u00e7\u00e3o, al\u00e9m de indicar o resultado desejado.<\/p>\n

Uma reclama\u00e7\u00e3o deve ser normalmente apresentada dentro de tr\u00eas meses ap\u00f3s o surgimento da quest\u00e3o ou a ocorr\u00eancia do incidente.<\/p>\n\n

Passo 2 \u2013 Investiga\u00e7\u00e3o<\/strong><\/p>\n

O RH investigar\u00e1 ou providenciar\u00e1 que uma pessoa apropriada investigue a reclama\u00e7\u00e3o, e pode ser necess\u00e1rio agendar uma reuni\u00e3o de investiga\u00e7\u00e3o com todas as partes envolvidas.<\/p>\n\n

Passo 3 \u2013 Reuni\u00e3o<\/strong><\/p>\n

Uma reuni\u00e3o de reclama\u00e7\u00e3o poder\u00e1 ser realizada para discutir a reclama\u00e7\u00e3o com o empregado. A reuni\u00e3o ser\u00e1 normalmente realizada em at\u00e9 dez dias \u00fateis ap\u00f3s a formaliza\u00e7\u00e3o da reclama\u00e7\u00e3o.<\/p>\n

Ap\u00f3s qualquer investiga\u00e7\u00e3o adicional, a Companhia confirmar\u00e1 a decis\u00e3o por escrito e explicar\u00e1 o processo de recurso em at\u00e9 5 dias \u00fateis.<\/p>\n\n

Passo 4 \u2013 Recurso<\/strong><\/p>\n

Caso o funcion\u00e1rio n\u00e3o concorde com o resultado, ele poder\u00e1 apresentar um recurso por escrito ao RH em at\u00e9 5 dias \u00fateis ap\u00f3s o recebimento da resposta da Empresa.<\/p>\n

Uma audi\u00eancia de apela\u00e7\u00e3o ser\u00e1 normalmente marcada em at\u00e9 10 dias ap\u00f3s o recebimento da carta de apela\u00e7\u00e3o, e a decis\u00e3o da apela\u00e7\u00e3o ser\u00e1 final.<\/p>\n\n

NB: Ser\u00e3o necess\u00e1rios todos os esfor\u00e7os razo\u00e1veis para comparecer a reuni\u00f5es de investiga\u00e7\u00e3o, reclama\u00e7\u00e3o e apela\u00e7\u00e3o. Se os funcion\u00e1rios n\u00e3o puderem ou n\u00e3o quiserem comparecer \u00e0s reuni\u00f5es sem um motivo justific\u00e1vel, a Companhia poder\u00e1 tomar uma decis\u00e3o com base nas evid\u00eancias dispon\u00edveis em sua aus\u00eancia.<\/em><\/p>\n\n

Formato de Reuni\u00e3o de Reclama\u00e7\u00e3o (se apropriado)<\/h2>\n
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  • Em cada etapa, o funcion\u00e1rio ser\u00e1 notificado da data de reuni\u00e3o acordada por escrito.<\/li>\n
  • O empregado dever\u00e1, a cada reuni\u00e3o, apresentar os motivos da queixa.<\/li>\n
  • O Gerente, o representante de RH e o representante dos funcion\u00e1rios (quando aplic\u00e1vel) podem fazer perguntas.<\/li>\n
  • O Gerente adiar\u00e1 a reuni\u00e3o para considerar os pontos levantados.<\/li>\n
  • Ap\u00f3s uma suspens\u00e3o, o Gerente apresentar\u00e1 suas descobertas pessoalmente ou por escrito.<\/li>\n<\/ul>\n\n

    Media\u00e7\u00e3o<\/h2>\n

    Na maioria dos casos, ser\u00e1 poss\u00edvel resolver quest\u00f5es seja por meio de discuss\u00f5es informais ou atrav\u00e9s do processo de reclama\u00e7\u00e3o descrito acima.<\/p>\n

    No entanto, a media\u00e7\u00e3o pode ser adequada como um processo alternativo ou adicional. Ambas as partes devem concordar com a media\u00e7\u00e3o.<\/p>\n

    A media\u00e7\u00e3o \u00e9 um processo confidencial que visa encontrar um terreno comum para a resolu\u00e7\u00e3o volunt\u00e1ria de quest\u00f5es levantadas. Pode ser facilitada atrav\u00e9s do RH ou por um terceiro externo, como o ACAS.<\/p>\n

    O mediador pode sugerir formas de se chegar a uma resolu\u00e7\u00e3o, mas n\u00e3o pode impor seu julgamento ou acordo sobre a quest\u00e3o em disputa.<\/p>\n\n

    Aprova\u00e7\u00e3o de Pol\u00edtica<\/h2>\n\n\n
    Data:<\/strong> Setembro de 2025<\/td>Vers\u00e3o:<\/strong> 1<\/td><\/tr>\n
    Autor:<\/strong> Kelly McGrath, Gerente de RH<\/td>Data de revis\u00e3o:<\/strong> Setembro de 2027<\/td><\/tr>\n
    Aprovado pelo Diretor Executivo<\/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\/pt\/politicas\/politica-de-reclamacoes\/\" \/>\n<meta property=\"og:locale\" content=\"pt_BR\" \/>\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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