Explain The Importance Of Complaints To Senior Members Of Well Reported For Children And Young People And Adults

If the manager receiving the complaint has been involved with trying to resolve it informally a more senior manager should deal with the formal complaint (normally the manager’s line manager).

Each organisation should have in place a complaints procedure. This information leaflet is in the service users care plan. Part of the role of the carer is to make the complaints procedure available for people to use. Also to assist in making complaints, either directly, by supporting them in following the procedure or indirectly by making sure that they are aware of the complaints procedure and are able to follow it.

Jeanette stated that because it is an anonymous complaint, per policy, they do not investigate, but will contact Patty Brown to see if there is more specific information, and will let me

In all cases a member of staff can help out complaints in writing if necessary, if you are involved in any sort of complaint the head teacher will explain what is going to happen and the sort of help that is available for you. The head teacher invited you in to discuss any complaints during a meeting, timescales of when a complaint is going to be dealt with will be agreed with you throughout the meeting. During the meeting the head teacher will explain what will happen after receiving the letter of complaint within 10 school days. The investigation will then be complete and then you will then be informed about the outcome in writing again within 10 school days of completion. It is very rare that a complaint that is made is taken any further than it is needed to be take, however if you are not satisfied with the outcome then you must write to the chair of governors explaining the reasons asking the governing body’s complaints committee to consider your complain. In order to deal with the complaint as quickly as possible the complaints committee will not schedule the meeting for more than once, if you ask to reschedule the meeting more than once the committee may think that it is necessary to make a decision on the complaint

HR should clearly communicate the policy for raising a grievance (eg informal complaints, written complaints, how complaints may be escalated and estimated timescales). Explain that the organisation values it’s customers and wishes to resolve any problems that may arise. Ensure customers feel assured that their issues will be taken seriously and dealt with confidentially and encourage customers to feedback any issues before they intensify.

Procedures are in place for handling any grievances including complaints of discrimination, unfair treatment or harassment. Complaints will be taken seriously and every effort will be made to resolve them quickly, impartially, empathically and with appropriate confidentiality. Victimization of complainant/s and witness/es is illegal. Complaints may also be lodged with the Equal Opportunity Commission.

Complaint procedures helps to identify the loopholes in the quality of the delivered care. In addressing the complaints from service user, the service provider can identify the flaws in the delivered care and take necessary actions to remove those flaws. This promotes high quality of care as well as helps to maintain a good rapport of the organization among the public. This also promotes the fulfilment of duty of care.

After interviewed with staff, the 120 complainants and looked into the data, reports and guidelines, we found that:

Employees must bring any complaint or allegation to the home Manager or Deputy. In the absence of the Manager and Deputy, urgent matters must be reported to On – call Manager. The Manager will carry out a full investigation and take any action required under Safeguarding Adults at Risk Procedures.

Our staff in India carry out a variety of duties to support the work completed by my team, including the logging and processing of correspondence received from customers and the FOS. Any mistakes made processing this correspondence can cause serious detriment to customer experience whilst making a complaint; making it essential for us to maintain an open line of communication with India.

7. Alert managers of the employees mentioned in discrimination complaints that their employee will have to answer the

First of all, I will listen to their complaint and note the main points that they are mentioning, assessing the situation they are in and is it a valid complaint that can be solved through our systems. I will not present a challenge to the complaint by adding anything from my thinking. Putting my emotions aside I will thank the customer for sharing their concerns with me and try to make them feel less worried so they can explain me In a better way. I will remain flexible in my thinking and acknowledge everything that they said with light words, such as “I understand”, “Alright” to let them finish the sentence. After they have completed the conversation, I will offer an apology with the gratitude and following up with their talk I will explain and offer them my action on the conflict, with the sentences such as “I have noted down your complaint and will thoroughly consider it” etc.

Appropriate action is required by law.  Once information is gathered, it must be concluded as to whether or not some form of discrimination or harassment occurred.  Then it is up to the organization to figure

Once the investigation is complete and it is decided that a disciplinary case is to be opened, then the employee must be notified in writing as soon as possible. The letter should contain information with regards to the alleged offence and the possible outcomes, copies of witness statements if applicable, the time and venue for the meeting and also the employees right to be accompanied at the meeting whether it be a fellow worker, a union representative or a union official but the companion has limited exercise within the meeting. The meeting should also be held without undue delay but at the same time must be deemed as fair in order for the employee to prepare their case for the matters in question .Once the meeting is in progress the employee will be shown details and evidence of the alleged offence and complaint against them but at the same time the employee will be given their opportunity to present their case forward and ask relevant questions or provide evidence and even call witnesses.

The worker may inform their supervisor whether it being directly or written, that the source of the grievance and state what exactly can fix the issue. There is to be a