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    Our Expertise> Helping Employees> Unfair Dismissal> How to write a PG letter

    How to write a Personal Grievance letter

    How to write a PG letter| Get the reasons in writing| Unfair Dismissal Questionnaire| PG Claim - the Steps

    To bring a personal grievance for unjustified or unfair dismissal against your employeryou must start by raising the grievance with them.

    To raise a personal grievance for unfair dismissal you do not necessarily have to make

    a written complaint. You are only required to make the employer aware, or take

    reasonable steps to make them aware, that you allege a personal grievance on the

    basis of unjustified dismissal.

    However, resolving your claim will be much easier if you put your personal grievance

    in writing, stating the nature of the grievance, the relevant facts and the remedies you

    want to resolve the matter. It is also important to ask for a response within a

    reasonable time frame.

    There is a time limit of 90 days to submit your personal grievance to the employer. It is

    important that you take action quickly. If you do not submit your personal grievance

    withn 90 daysthe employer does not have to consider the grievance and you won't be able to get help from theEmployment Relations Authority of the Department of Labour unless there are exceptional circumstances.

    We have worked in employment law since 1997. Over that time we have fine tuned the questions an employment representativeor consultant needs to ask you to work out whether you have a personal grievance claim for unjustified dismissal and can give

    your a free preliminary opinion. You can see the questions by going to our Personal Grievance Questionnaire. (Requires freeregistration)

    If you want a free, no obligation, preliminary opinionon your dismissal submit the questionnaire and and we will provide youwith a comprehensive written response.

    Writing your personal grievance letter:

    Writing your personal grievance letter for unjustified/unfair dismissal is the most important step of your claim. This letter

    creates the foundationof your personal grievance claim and will be relied on throughout the rest of the process.

    Because it is so important we recommend you take a number of steps before you start writing your letter. The following

    steps should take you approximately 30 minutes. Grab a pen and paper and make sure that you will not be interrupted soyou can fully focus on your problem.

    The starting point is to get clarity on the nature of your situation. To do this you will need to ask yourself a number of

    questions about events that took place. It is critical to write down as much detail as possible.

    STEP 1 - What happened before your dismissal?

    For the next 10 minutes write down what ever comes to your mind when you think about what happenedto you. Dontworry about getting any order to it just write. Here are a few questions to get you going .

    When did it all start?

    What happened?Why was it unfair or unjustified?

    How did you react?

    Who was involved?

    What were you accused of?

    How did it end?

    How did you feel at various times?

    Sometimes this can be a little upsetting. That is to be expected. I dont know anyone who has ever enjoyed an

    employment problemlet alone enjoyed having to think it all through again. Unfortunately, there is no easy way. Take

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    oyment Relations Centre http://www.employmentrelations.co.nz/Our+Expertise/Helping+E

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    comfort in the fact that you are doing something about it You are taking action!

    STEP 2 - Important Meetings and Dates before your dismissal

    Next. Write a list of events. Include the date, time, venue, who was there and one (short) sentence on what the event was.

    STEP 3 - The Documents relating to your dismissal

    Make a list of documents you have. Include your employment agreement, any warnings, diary notes, letters, payslips

    etc. Put them together in a folder or envelope.

    Note: If you have been dismissed you should request the reasonsfor your dismissal in writing from your employer.

    STEP 4 - The Employers details

    Write down the name and contact details of your employer. If you are not sure of the legal name of the company you can

    search by company name or director through the companies office at www.companies.govt.nz. You will find the registered

    address for service here as well.

    STEP 5 - Check for Gaps in your information

    Now go back to your first page and read through what you wrote from Step 1 to 4. Is there anything missing? Doesanything else come to mind that might be important? Write it down.

    STEP 6 - Remedies for Personal Grievances

    The final step is to think about the remediesyou want. What will resolve your personal grievance for you?

    An employee with a personal grievance claim for unjustified dismissal may ask the employer for any remedy the employee

    thinks appropriate. The remedies available to you will depend on the circumstances of your case. An experienced

    employment representative will be able to give you a better idea. Determining the possible remedies that could be available

    to you is more of an art than a science. The more case law you read the better your ability to be able to predict what you

    could get. For now, just write down what would resolve it for you.

    The main categories of remedies available at the Employment Relations Authority are listed below:

    Remedies for personal grievance:

    Reinstatement

    The Employment Relations Authority may order that an employee be put back in his or her previous positionor a similar one that is not worse for the employee.

    If the personal grievance is found to be valid and the employee asks for reinstatement, the EmploymentRelations Authority must order it if it is practicable. The employer must carry out the Authority's decision,

    even if the decision is under appeal, unless the Authority or the Employment Court orders otherwise.

    Interim reinstatement

    The Authority can order the employee to be reinstated until the personal grievance is heard, if the employee

    asks for this. The Authority may impose conditions when ordering reinstatement.

    Reimbursement

    If an employee has lost wages or other money as a result of the grievance, the Employment Relations

    Authority can order the employer to pay all or part of the lost amount. Unless the Authority thinks that the

    employee was partly to blame, it must order the employer to pay at least all lost money up to three months'

    ordinary time wages, and may award more.

    Compensation

    The Authority may order the employer to pay money to the employee for:

    any effects on the employee personally, such as humiliation, loss of dignity or injury to his or her

    feelings

    the loss of any benefit which the employee might reasonably have expected if the grievance had not

    arisen.

    oyment Relations Centre http://www.employmentrelations.co.nz/Our+Expertise/Helping+E

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    Recommendations in cases of sexual or racial harassment

    When an employee has been sexually or racially harassed, the Employment Relations Authority may make

    recommendations to the employer on what to do about the harasser. This may include transfer, disciplinary

    action, or helping to change his or her behaviour to prevent them harassing again. The Authority can also

    recommend any other action to prevent further harassment of the employee or any other employee; for

    example, that the employer develop and implement an educational programme in the workplace or adopt a

    formal harassment policy.

    Contributory fault

    The Authority must reduce the remedies if the employee is found to be partly at fault in a grievance case.

    STEP 7 - Get advice from an Employment Representative or Employment Consultant

    Over 80%of employees who pursued a personal grievance for unjustified or unfair dismissal to mediation have had some

    form of professional advice. We believe the reason for this is because it is very difficult to be objective, impartial and clear

    about your claim when you are trying to represent your self. It is also of considerable advantage to have someone who is

    familiar with employment law and the processes of mediation on your side.

    We have worked in employment law for over 15 years. Over that time we have fine tuned the questions an employment

    representative or consultant needs to ask you to work out whether you have a personal grievance claim and be able to

    give your a preliminary opinion. You can see the questions by going to our Personal Grievance Questionnaire. (Requires

    free registration as a VIP)

    If you want a free, no obligation, preliminary opinionon your problem submit the questionnaire and and we will provideyou with a comprehensive written response.

    STEP 8 - Write your letter

    You now have all the information you need to write your letter.

    Want to make your letter look really professional and say all the right things? For a small fee we can send you a link to

    download our Personal Grievance Lettertemplate.

    SUMMARY OF THE STEPS

    There you have it!

    The Eight Steps to preparing your Personal Grievance claim for Unjustified Dismissal. If you have taken the time to follow

    these steps you will have saved yourself hundreds of dollars in legal fees already.

    Here is a quick summary:

    STEP 1 Write down what happened before your dismissal

    STEP 2 List the important meetings and dates

    STEP 3 List the documents you have that relate to your employment and your dismissal

    STEP 4 Write down your Employers details

    STEP 5 Check for Gaps in your information

    STEP 6 Get clear on the remedies for Personal Grievance claims

    STEP 7 Get advice from an Employment Representative or Consultant

    STEP 8 Write your letter

    Once again, thank you for the opportunity to be of service.

    oyment Relations Centre http://www.employmentrelations.co.nz/Our+Expertise/Helping+E

    12/1/2013