Many practice owners find dealing with complaints or grievances raised by staff members to be some of the most difficult situations to approach in team management, especially when the complaint or grievance is raised in a resignation letter. The employee feels the break down in the relationship has reached the point that they no longer feel they can remain, it also comes with the underlying warning that the employee may be looking to make a claim against the practice. Managing these complaints and grievances smoothly may not manage to prevent a claim, but it will at least leave the practice in a strong position to say they took the concerns seriously and responded to them.
Where an employee gives notice and raises a complaint or grievance in their termination letter and remains to work their notice period, it is important that your grievance procedure is followed. Until the end of their notice period, they are still an employee of the practice and need to be treated no differently than any other member of the practice. Depending on the wording involved it may not be clear whether they wish a formal process to be followed. You can discuss the concerns with them informally in the first instance to see if their complaint can be concluded without escalating to the formal process. Many problems and concerns can be settled quickly and effectively using and informal approach.
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