The complainant must also be informed of their right to appeal this decision if they are not content with the outcome, or if they feel that any part of the grievance procedure was wrong or unfair. Any "Author Information" displayed below reflects the author's biography at the time this particular book was published. Following this, a formal hearing should be arranged without unreasonable delay, providing the employee with the opportunity to explain their complaint and how they think it should be resolved, providing any evidence in support.

You must also make the individual aware of their statutory right to be accompanied at the disciplinary hearing, as this could result in the taking of some disciplinary action. This means that you must provide the complainant with sufficient opportunity to defend their actions and state their case before making any decision to dismiss them, or to impose any other form of disciplinary sanction against them.Richard Theo - A politician who appears to align with the Beartown club, though stirs much controversy. At the novel’s opening, the daughter, Maya, of the general manager, Peter, of the Beartown hockey team has been raped and one of the team’s player’s, Kevin, did it.

Below we look at how to deal with a malicious grievance at work, either as an employer or senior employee, and what steps can be taken to minimise the impact of such vexatious complaints. On that note, Maya’s story is also handled sensitively, and we come to learn how she manages to survive and the alliances she makes as some choose not to believe her. That said, even where summary dismissal is deemed appropriate, a fair disciplinary process should still be followed.Instead of the story capturing me and allowing me to draw my own conclusions, I was aware of Backman’s analysis of social issues. However, where further investigation is deemed necessary, this must be undertaken without unreasonable delay. All complaints, even if thought to be made with malicious or vexatious intent, should be thoroughly investigated in accordance with your internal grievance procedures.