If someone has a grievance against the Managing Director of a company, what rights do they have?

Question

The MD of a company is having a relationship with a member of staff, and it is causing big problems within the company. HR have been approached but because they are big friends of the MD, they've said there is nothing that can be done; is this right?

Firstly it isn't me who works at the company just a very good friend. Everyone in the Industry knows what's going on and the company are becoming a laughing stock, and it's nothing to do with jealousy.

Thanks JZD. The complaint isn't about the relationship but the effect it's having on the way the company is run, and the MD is female btw. I can't say too much more so best leave it there

Answer 1

The company should have an internal grievance procedure which will be attached to the contract of employment and should be available in any event.
If there is none, the law imposes a statutory grievance process.
If your 'friend' can identify a grievance within that procedure, then ordinarily it's merely a matter of notifying your line manager or HR in writing that a grievance exists - identifying what it is, and asking the line manager or HR to investigate that grievance. Which they are obliged to do.
Now, here's the real issue (as other answers have identified). What exactly is the grievance?
It can't be a grievance that MD is dating a member of staff. It's not very 'professional' - but it's not a subject matter of a grievance either (unless specifically banned, as some companies do) - the World Bank, to give a topical example.

It may be that the grievance is connected to the way in which your friend is being treated which he/she may consider stems form the relationship.
If so, the complaint/grievance is about the way your friend is being treated, not the relationship per se.
If your friend can therefore identify a grievance concerning the way he/she is being dealt with at work, and avoid being seen to complain about the relationship, the complaint may achieve something.
On a slightly less legalistic and more practical note, I cant imagine it's going to do much for your friend's longevity of employment to complain about the fact the MD is having his end away...

Answer 2

This is a difficult one. I suppose it would depend on the type of problem it is causing. If it is that the member of staff is being preferred for plum jobs or promotion over other people who are more qualified than him/her, this could be considered as discriminatory. If so, there is a specific grievance procedure outlined in your HR dept or staff handbook to follow. It may end up in an Employment Tribunal but they won't even consider a case unless the set greivance procedure has been followed and not resolved the matter fully first.

If the member of staff is slacking off and you lot are having to cover them, maybe if you all stick together and someone who is diplomatic speaks with him/her to try to explain how you are all feeling, this might prompt some action. If you are all united this will have greater impact on them.

It's not right that HR say there's nothing that can be done because quite clearly there is something wrong here. If your HR are part of the grievance procedure they are required to do something about it.

Are you a member of a union? It might be worth checking with the covenor for the union where you stand. They can also usually provide legal advice for free. Alternatively, try the ACAS website for more information on how you go about a grievance.

Answer 3

Unless the `affair' is causing discrimination against others there is no basis for you or anyone else to take any action. You need to identify these so called `problems' as you put it - if it just that some peoples noses have put out of joint (jealousy is a common problem) then that is no cause for action. However, if you can prove there has been some illegal promotion or the like then perhaps action can be taken.

Answer 4

Not much can be done.You have to identify what problems they are creating.If there is Chairman for the company ,separately you can represent to him.You can give a submission to the Board of Directors.Last resort is filing public interest litigation in a court.

Answer 5

It really depends on what the company policy is.

In my partners firm, which is American, they have a very strict ban on inter office personal relationships precisely because of the problems that it can cause. If there is no policy in place then there's not much you can do - but these things do tend to burn themselves out eventually.

(Unless one of them is married and then you could slyly spill the beans, but of course I would never advocate such acourse of action...)

Answer 6

Well at LEAST you know what their major malfunction is....so deal with it.

You Don't know what the problem will be with the next one....makes them dangerous..

Did you think that through?

And why is it that women always want to be emotional about this stuff, when they are supposed to be at work PRODUCING and not giving a hoo-ha about other people and their crappy lives?

And if one of them is a real b==+ch.....b==+ch get what b==+ch want.....try looking up REVENGE with Google....and enjoy putting the screws to them in your own private way....

Answer 7

Yep the big bucks guys always stick together,my advise
if you want to stay employed just give it your best.

Answer 8

Give your MD a bj...lol

Answer 9

talk to maybe the union / should you be a member of one...maybe try citizen advice bureau.....