C3 UnitedLife Complaints Policy
Introduction
We believe in the Biblical approach to resolving conflict, that it is best to first try to resolve the issue with the person involved directly. Only then, should a formal complaint be neccessary.
C3 UnitedLife views complaints as an opportunity to learn and improve for the future, as well as a chance to put things right for the person (or organisation) that has made the complaint.
Our policy is:
· To provide a fair complaints procedure which is clear and easy to use for anyone wishing to make a complaint
· To publish our complaints procedure so that people know how to contact us to make a complaint
· To make sure relevant leaders at C3 UnitedLife knows what to do if a complaint is received
· To make sure all complaints are investigated fairly and in a timely way
· To make sure that complaints are, wherever possible, resolved and that relationships are repaired
· To gather information which helps us to improve what we do
Where Complaints Come From
Complaints may come from any individual, volunteer or organisation who has a legitimate interest in C3 UnitedLife, including the general public if something is perceived to be improper. A complaint can be received by email or in writing. This policy does not cover complaints from staff, who should refer to the staff handbook and be dealt with under the grievance procedure.
Confidentiality
All complaint information will be handled sensitively, telling only those who need to know and following any relevant data protection requirements.
Responsibility
Overall responsibility for this policy and its implementation lies with the Trustees.
Review
This policy is reviewed every two years and updated as required.
Complaints Procedure of C3 UNITEDLIFE
Publicised Contact Details for Complaints:
Written complaints may be sent to C3 UnitedLife by filling in the Complaints Form on the website or in writing to 1c Manor Place, Sutton, Surrey, SM1 4BB.
Receiving Complaints
Complaints may arrive through channels publicised for that purpose.
Resolving Complaints
Stage One
In many cases, a complaint is best resolved by the person responsible for the issue being complained about. If the complaint has been received by that person, they may be able to resolve it swiftly and should do so if possible and appropriate. Whether or not the complaint has been resolved, the complaint information should be passed to the C3 UnitedLife Senior Leader within five business days.
On receiving the complaint, the Senior Leader records it in the complaints Logbook. If it has not already been resolved, they delegate an appropriate person to investigate it and to take appropriate action. If the complaint relates to a specific person, they should be informed and given a fair opportunity to respond.
Complaints should be acknowledged by the person handling the complaint within five working days. The acknowledgement should say who is dealing with the complaint and when the person complaining can expect a reply. A copy of this Complaints procedure should be attached. Ideally complainants should receive a definitive reply within a month. If this is not possible because for example, an investigation has not been fully completed, a progress report should be sent with an indication of when a full reply will be given.
Whether the complaint is justified or not, the reply to the complainant should describe the action taken to investigate the complaint, the conclusions from the investigation, and any action taken as a result of the complaint.
Stage Two
If the complainant feels that the problem has not been satisfactorily resolved at Stage One, they can request that the complaint is reviewed at Board of Trustee level.
At this stage, the complaint will be passed to the Board of Trustees. The request for Board level review should be acknowledged within five working days of receiving it. The acknowledgement should say who will deal with the case and when the complainant can expect a reply.
The Board of Trustees may investigate the facts of the case themselves or delegate a suitably senior person to do so. This may involve reviewing the paperwork of the case and speaking with the person who dealt with the complaint at Stage One. The person who dealt with the original complaint at Stage One should be kept informed of what is happening.
If the complaint relates to a specific person, they should be informed and given a further opportunity to respond. Ideally complainants should receive a definitive reply within a month. If this is not possible because for example, an investigation has not been fully completed, a progress report should be sent with an indication of when a full reply will be given. Whether the complaint is upheld or not, the reply to the complainant should describe the action taken to investigate the complaint, the conclusions from the investigation, and any action taken as a result of the complaint. The decision taken at this stage is final, unless the Board decides it is appropriate to seek external assistance with resolution.
Variation of the Complaints Procedure
The Board may vary the procedure for good reason. This may be necessary to avoid a conflict of interest, for example, a complaint about a Chair or Trustee should not also have the Chair and/or Trustee involved as a person leading a Stage Two review.
Monitoring and Learning from Complaints
Complaints are reviewed annually by a member of the Senior Leadership Team and a Trustee to identify any trends which may indicate a need to take further action.