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Grievance Letter

Grievance Letter Template for New Zealand

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Key Requirements PROMPT example:

Grievance Letter

"I need a Grievance Letter to address ongoing workplace bullying from my direct supervisor in the accounting department over the past three months, including instances of public humiliation and unreasonable workload demands, with a request for immediate intervention and transfer to a different department."

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Document background
A Grievance Letter is a crucial document in New Zealand's employment relations framework, used when an employee needs to formally raise concerns about their employment situation. The letter must comply with the Employment Relations Act 2000 and should be drafted carefully to ensure all relevant details are included. This document type is typically used when informal resolution attempts have been unsuccessful or when the nature of the complaint requires formal documentation. The Grievance Letter should clearly outline the nature of the complaint, provide supporting evidence, detail the impact on the employee, and specify the desired outcome. It serves as a formal record and may be used in subsequent mediation or Employment Relations Authority proceedings if the matter remains unresolved.
Suggested Sections

1. Sender's Contact Details: Full name, position, contact information, and employee ID if applicable

2. Recipient's Details: Name and title of the appropriate person (HR manager, direct supervisor, or relevant authority)

3. Date: Date of writing the letter

4. Subject Line: Clear indication that this is a formal grievance letter

5. Opening Statement: Formal declaration that this is a grievance letter under the Employment Relations Act 2000

6. Nature of Grievance: Clear description of the specific issue or complaint

7. Timeline of Events: Chronological outline of relevant events and incidents

8. Impact Statement: Description of how the situation has affected you professionally and personally

9. Previous Actions Taken: Summary of any attempts already made to resolve the issue

10. Desired Outcome: Clear statement of what resolution you are seeking

11. Closing Statement: Request for response within a reasonable timeframe and your availability for discussion

Optional Sections

1. Legal Grounds: Reference to specific legislation or workplace policies that have been breached - include when the grievance involves clear violations of law or policy

2. Witness Information: Details of any witnesses to the incidents - include when others have observed or can verify the situations described

3. Health Impact: Description of any health effects - include when the grievance has resulted in medical issues or stress-related problems

4. Union Representation: Statement about union involvement - include when you have union representation

5. Confidentiality Statement: Request for confidential handling of the grievance - include when the matter is particularly sensitive

Suggested Schedules

1. Timeline Documentation: Detailed chronological list of events with dates and descriptions

2. Evidence Documents: Copies of relevant emails, communications, or other documentary evidence

3. Medical Certificates: If applicable, copies of medical certificates or health professional reports

4. Witness Statements: Written statements from witnesses, if available

5. Previous Correspondence: Copies of any previous attempts to resolve the issue informally

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions



















Clauses






















Relevant Industries

Healthcare

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Financial Services

Retail

Manufacturing

Technology

Public Sector

Construction

Hospitality

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Media and Entertainment

Relevant Teams

Human Resources

Legal

Employee Relations

Senior Management

Operations

Administration

Workplace Health and Safety

Compliance

Industrial Relations

Relevant Roles

Employee

Manager

Supervisor

HR Director

HR Manager

Employee Relations Specialist

Department Head

Team Leader

Chief Executive Officer

Managing Director

Operations Manager

Branch Manager

Regional Manager

Project Manager

Line Manager

Union Representative

Workplace Relations Advisor

Industries





Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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