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Advice, Support and Representation Request

We can only represent members who have paid at least one months subscription before the process that has resulted in any formal meeting to which they are being invited or the issue that initiated a grievance. We do offer advice to anyone who joins with the intention of remaining a member going forward.

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if you are not a member then please join Advance Union first before we can assist. If you require assistance and have not yet made a payment before the process started please click to get advice or call us on 01442 891122

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Representation request

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How we help if you have a formal hearing

Facing a disciplinary process or needing to raise a formal grievance at work can be a stressful and isolating experience. Your Advance Union caseworker is a trained and experienced representative, here to provide specialist support, guidance, and representation throughout the entire process. While not all of our representatives are caseworkers, Advance will appoint one of our appropriately trained caseworkers to support you when you need it most.

 

What your Advance Caseworker DOES

 

Your caseworker is your dedicated advocate, focused on ensuring you are treated fairly and that your employer follows all proper procedures. They will:

  • Listen and Understand: Meet with you in complete confidence to understand the details of your situation. They will help you gather the facts, collect evidence from you , and identify who may need to be called as a witness to build your case.
  • Explain the Process: Demystify your employer’s formal procedures, explaining your rights, what to expect at each stage, and the potential outcomes. With a grievance they may further explore alternative ways of resolving your concerns.
  • Guide Your Written Case: Provide suggestions, amendments, and editorial feedback on the formal submissions you write, ensuring your case is presented as clearly and effectively as possible.
  • Accompany You to Meetings: You have a statutory right to be accompanied by a union representative in formal meetings. Your Advance caseworker will attend all such meetings with you.
  • Represent You: Speak on your behalf during meetings if you ask them to present your case, question the  management case, and ensure the meeting is conducted fairly.  They will also speak with you in an adjournment if needed to help coach you on responding to questions.
  • Advise on Next Steps: Help you understand the outcome of any hearing and provide clear advice on your options, including whether there are grounds to appeal a decision.

 

What your Advance Caseworker DOESN’T DO

 

It’s important to understand the boundaries of your caseworker’s role. Remember, this is your case; they are there to provide expert support and guidance from Advance Union.

 

  • Act as a Lawyer: Caseworkers are experts in workplace procedures, not legally qualified solicitors. They provide representation within your workplace, not legal advice for employment tribunals. Should legal action be considered after the internal process concludes, your caseworker will refer you to the Advance Union General Secretary. In line with Advance’s rules, the General Secretary can then ask the union’s solicitors to assess the legal merits of the case.  The Union does not provide legal guidance during the internal process.
  • Guarantee a Specific Outcome: They will use all their skill and experience to achieve the best possible result for you, but they cannot promise your preferred outcome. The final decision ultimately rests with your employer.
  • Make Decisions for You: Your caseworker will provide advice and options, but the final decisions on how to proceed—such as adopting a specific strategy or lodging an appeal—are always yours to make.
  • Argue a Case Without Merit: Your caseworker cannot invent a case or argue facts they know to be untrue. If your case is found to have no merit, they will explain this to you honestly. However, they will still attend any formal hearing with you to act as a witness, ensure the process is fair, and help you obtain a reasonable outcome given the evidence.

How we provide advice and support

Early Support from Your Union: Solving Problems Informally

 

Having an issue at work with a colleague or your manager? Many problems can be sorted out quickly and constructively without needing to go through a formal process.

Your union rep can provide confidential advice and support to help you find a positive solution, preserving working relationships and resolving things with less stress. Early intervention is often the key.

 

What Your Rep CAN DO to Help Informally:

 

Your rep’s goal is to help you resolve the problem at the lowest possible level, with your full consent and cooperation.

 

  • Be a Confidential Sounding Board: They can listen to your concerns in a private and non-judgemental space, helping you to get clarity and perspective on the situation. They may tell you when you are in the wrong, but will always explain why.
  • Help You Explore Options: They can talk you through different ways to tackle the issue. This could range from coaching you for a direct conversation, to mediating, or having a quiet word with management on your behalf.
  • Coach You for Difficult Conversations: If you decide to speak to the other person directly, your rep can help you prepare. You can practice what to say to keep the conversation constructive and focused on a solution.
  • Mediate Between Parties: If everyone agrees, your rep ask your employer to find a trained neutral facilitator to help you and the other person have a structured conversation and find common ground. Your rep to help you navigate this process.
  • Have an ‘Off-the-Record’ Chat: With your permission, your rep can approach a manager or HR informally to raise the issue and explore solutions without launching a formal investigation.
  • Advise on Next Steps: If informal attempts don’t resolve the issue, your rep will explain your options and support you if you decide to begin a formal process.

What Your Rep CAN’T DO in an Informal Process:

 

It’s important to understand the limits of informal resolution to protect your interests.

 

  • Force a Resolution: Informal solutions depend on the goodwill of everyone involved. Your rep cannot force a manager or a colleague to agree to a particular outcome.
  • Guarantee a Specific Timeline: While your rep will work to resolve things quickly, they can’t control how responsive others will be. They will, however, help you decide if it’s taking too long.
  • Ignore Formal Deadlines: Formal grievance procedures have strict time limits (often within 3 months of an incident). Your rep will remind you that if we spend too long trying to resolve things informally, you could lose your right to raise a formal grievance.
  • Keep Serious Issues ‘Informal’: For serious matters like discrimination, harassment, bullying, or major health and safety breaches, your rep will advise you that a formal process is usually necessary to ensure you are protected and the issue is properly investigated.
  • Act Without Your Permission: Your rep is your advocate. They will not speak to anyone or take any action without discussing it with you and getting your clear consent first.

To Make Informal Resolution Work, YOU Need To:

 

Your active participation is crucial to finding a positive, informal solution.

  • Speak Up Early: The sooner you raise an issue, the more options we have to resolve it simply. Don’t let a small problem grow into a major one.
  • Be Open-Minded and Flexible: The goal is to solve the problem, not to “win” a battle. Be prepared to listen, compromise, and focus on finding a workable solution for the future.
  • Focus on the Issue, Not the Person: When explaining the problem, focus on the specific actions and their impact on you. Avoid blame and personal attacks to help keep the other person from becoming defensive.
  • Know What You Want to Achieve: Before you start, think about what a good outcome would look like for you. This helps focus the discussions on a clear goal.
  • Keep Your Own Private Notes: Even if the process is informal, it’s a good idea to keep a simple record of dates, conversations, and agreed actions for your own reference.
  • Take Responsibility: Acknowledge your own role in the situation. A constructive approach focused on the facts is the most effective way to encourage cooperation and find a solution.

Be Proactive and Follow Up: Remember, your rep is a busy volunteer with their own job and other responsibilities and often tracking many cases. It is perfectly acceptable to send a polite email or message to follow up if you are waiting for an update. This helps keep things moving forward. Please don’t hang on if they have not come back to you in time give them a nudge