What is the definition of a complaint?

A complaint is a statement in which you express your dissatisfaction with a particular situation.

Where do complaints come from?

Complaints may come from any individual, volunteer or organisation who has a legitimate interest in LSS, including the general public if something is perceived to be improper. A complaint can be received verbally, by phone, by email or in writing. This policy does not cover complaints from staff, who should refer to Lily staffing Solutions internal policy on such matters. 

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 Managing director of LSS. 

Review

This policy is reviewed regularly and updated as required.

Complaints procedure of Lily Staffing Solutions

Publicised Contact Details for Complaints:
Written complaints may be sent to The Managing Director, Lily Staffing Solutions, Upper offices, 6 South Terrace, South Street, Dorchester, Dorset DT1 1DE.

Or to the recruitment manager at the same address.

Or by calling 01305 239800.

Receiving complaints

Complaints may arrive through channels publicised for that purpose or through any other contact details or opportunities the complainant may have, such as social media.

Complaints received by telephone or in person need to be recorded.

Complaint is recorded in the complainant’s own words

The person who receives a phone or in person complaint should:  

• Write down the facts of the complaint 
  

• Take the complainant's name, address and telephone number 
  

• Note down the relationship of the complainant to LSS e.g. partner organisation, member of the public
  

• Tell the complainant that we have a complaints procedure
  

• Tell the complainant what will happen next and how long it will take
  

• Where appropriate, ask the complainant to send a written account by post or by email so that the
  

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 recruitment manager within five business days.

On receiving the complaint, the recruitment manager 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.
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The acknowledgement should say who is dealing with the complaint and when the person complaining can expect a reply. A copy of this complaint’s 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 this stage, the complaint will be passed to the managing director. The request for the 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 managing director 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 managing director decides it is appropriate to seek external assistance with resolution. 

Variation of the complaints procedure

LSS may vary the procedure for good reason. This may be necessary to avoid a conflict of interest, for example, a complaint about the managing director should not also have the managing director involved as a person leading a Stage Two review.

Monitoring and learning from complaints

Complaints are reviewed annually to identify any trends which may indicate a need to take further action.