View Authors August 2011
A manager who is the subject of a grievance should not generally be involved in the investigation and hearing of that grievance, obviously. But what if the manager is not the subject of the complaint but has merely had previous dealings with the person who is? Would this be sufficient to exclude him from hearing the grievance on the basis he "might" be biased? In this month's Review we consider a recent EAT case which suggests that employers should not treat allegations of bias lightly.