2       Any matter relating to an employees salary or wage grading shall be dealt with under the procedure established for this purpose and shall not come under the scope of this grievance procedure.
2.3     This procedure shall not be activated in circumstances where the grievance issue is the subject of a report to be considered, or under consideration, by the Council or its appropriate Committee. In such circumstances, the Council must adopt its policy prior to the procedure being activated. It is accepted, however, that this would not preclude the procedure being used where the grievance concerns other aspects of the issue (e.g. lack of timeous progress).
2.4    The right of appeal contained in paragraphs 2.1(c) and 2.1(d) above shall not preclude an employee from registering a complaint on the same or similar grounds with an Industrial Tribunal.
3        INFORMAL GRIEVANCE RESOLUTION
3.1   It is accepted that, where an employee has concerns relating to his/her employment, the initial efforts aimed at resolving the matter should be made through informal discussions between the employee and his/her immediate supervisor.
3.2    During these informal discussions, the supervisor should attempt to identify the nature and cause of the employee's concerns, the possible courses of action or responses and the implications of adopting any particular course of action. At the conclusion of these discussions, or within three working days thereafter, the supervisor should inform the employee of the action, if any, he/she intends to take in response to the issue raised.
3.3    If, following these discussions, the employee remains dissatisfied, the matter may be lodged in writing as a formal grievance either by the employee or his/her representative. Thereafter the matter shall be processed in accordance with the formal procedure.
3.4   Where the grievance relates to an allegation of harassment, efforts to resolve the grievance through informal discussion may still be appropriate in some circumstances. In all such cases the officer considering a grievance relating to harassment shall be advised by a representative of the Personnel Division.