I’ve got a situation where a member of staff has raised a greivance against the fact that we may be considering his actions as potential gross misconduct, and that dismissal may be the consequence?

Bearing in mind the fact that we cannot deal with the disciplinary matter before dealing with the greivance, how should I handle this?

I’ve read that there is some specific exception that a staff member cannot raise a greivance about the fact that dismissal may be possible, but its not clear.

Has anyone had this situation before?
Helen Clay

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