1. Understanding the options: If an employee has an issue at work, he has to call a supervisor or manager and discuss about it informally, initially. There are many reasons that might raise an issue in an organisation, but unless it is not so serious, an informally chat is the best way to report it. The employee can raise a grievance if: ' they feel raising it informally has not worked ' they do not want it dealt with informally ' it's a very serious issue, for example sexual harassment or 'whistleblowing' If there are 2 or more related grievances, the employer should: ' still follow the formal procedure, for all the grievances ' keep information confidential ' consider what each employee wants ' explain to the employees how it is dealing with the grievances There is some flexibility in how to run the grievance procedure in these situations. For example, the employer could decide to have a single meeting to cover all the grievances, if the employees agree. Each employee still has the right to their own grievance meeting in which employees who are part of the grievance are not present. 2. Raising a formal grievance: To better understand about how to document his grievance, the employee needs to read the grievance procedure first. If he does not feel comfortable to discuss about it with a direct manager, he should seek for someone in the company that he rplin: nn