At Mandate, we understand how stressful workplace issues can be. This guidance is intended to help Dunnes Stores members navigate grievance procedures, complaints, investigations, and disciplinary meetings confidently and with the right support.

1. Raising a Grievance or Complaint
2. Investigations and Disciplinary Meetings
3. Appeals and Further Support

Raising a Grievance or Complaint

If you need to raise a grievance or make a complaint at work, please follow the steps below:

• Submit your grievance in writing to management and keep a copy for your own records.
• Clarify the facts of your issue before meeting management – don’t be afraid to ask questions.
• Ensure you have access to the Dunnes Stores Grievance Procedure – request a copy if needed.
• Gather and retain all relevant documents or agreements related to the issue.
• Do not attend any meeting alone. Bring your shop steward or a trusted colleague for support.
• Keep detailed records:
  • Date and time of the meeting
  • Venue
  • Names of all present
  • Topics discussed
  • Agreed outcomes
• If you require a break during the meeting, you have the right to request one. If refused, make a note of this.
• Treat all information shared as confidential.
• Keep your Mandate Official informed of developments and store all related documents safely.

Investigations and Disciplinary Meetings

If you are notified about a meeting with your employer regarding an investigation or disciplinary issue, follow this guidance:

• Clarify the nature of the meeting: Is it investigatory or disciplinary?
• Always attend with a Shop Steward or Witness. If no one is available, request a reschedule.
• Arrange for your colleague or witness to take detailed notes – these may be just as important as management’s records.
• Fully understand the allegations or issues being investigated before responding.
• Request access to all relevant evidence, including:
  • Witness statements
  • CCTV footage
  • Any other documentation the company intends to rely on
• Ask for:
  • A copy of the relevant company policy
  • The specific section(s) being referenced
  • A full copy of the company’s meeting notes
• If you’re invited to a disciplinary hearing following an investigation, all the above steps still apply.

Always inform your Union Official about any meeting and its outcome.

Appeals and Further Support

If the outcome of a disciplinary hearing is unsatisfactory, or if you believe the sanction is unfair or disproportionate, it is crucial to use the internal appeal process.

Your Mandate Official will support and advise you, including on the possibility of a Third-Party Referral, should this be an appropriate and beneficial step.

Need Help?

If you have any concerns or require assistance, please don’t hesitate to contact your Mandate Official.

Mandate contact details are available here