4 GRIEVANCE PROCEDURE - GENERAL
4.1     At Stages 1 and 2 of the formal procedure, the following procedural requirements shall be adhered to:-
(a)   the employee or his/her representative shall submit a written statement, and supporting documentation if appropriate, setting out the nature of the grievance to be considered on the forms provided for this purpose;
(b)   following receipt of this written statement and any supporting documentation, the appropriate officer shall decide whether any investigation or further information is required prior to arranging a hearing to consider the grievance;
(c)   the officer conducting the hearing shall ensure that all relevant information is presented and considered. Where appropriate officers involved at an earlier stage shall attend the hearing to facilitate discussions on the issue in question.
(d)   the officer conducting the hearing may be advised by departmental staff or by an officer of the Personnel Division.
(c)   the employee shall have the right to call witnesses on his/her behalf subject to the names of any such witnesses being provided in advance to the officer conducting the hearing.
(f)   the employee shall have the right to be accompanied/represented by a trade union official or some other person of his/her choice; and
(g)   where the issue relates to a group of employees, up to three spokespersons, together with their representative, if any, may attend the hearing.
5        STAGE 1 HEARING
5.1   Following receipt of the written notification of a formal grievance, the immediate supervisor shall arrange a grievance hearing. This hearing shall be held within ten working days of the necessary written submission being received.
5.2   Following the above hearing, a written response shall be given to the employee, with a copy to his/her representative, if any, within five working days of the hearing.