Filing a Workplace Grievance
This scenario explains how a civil servant can raise a formal workplace grievance through the proper official channels. It covers the step-by-step escalation path from immediate supervisor to HoD to PS-PMO, the role of union representatives, anti-discrimination protections, and the officer's right not to face retaliation for raising a legitimate concern.
Understand Your Right to Raise a Grievance
Every civil servant has the right to raise a grievance about their working conditions, treatment by colleagues or supervisors, or any other matter affecting their welfare as an employee. The Code of Conduct Section 4.3.4 obliges civil servants to use appropriate official channels when they have a concern, rather than resorting to public complaints or outside parties as a first step. Raising a grievance through proper channels is a protected activity — you may not be victimised, penalised, or otherwise disadvantaged for raising a legitimate workplace concern (CoC Sec. 4.3.6). Anti-discrimination protections also apply under CoC Section 4.2.4; no officer may be treated less favourably on grounds of sex, religion, ethnicity, or other protected characteristics.
Start with Your Immediate Supervisor
The first step is to raise your concern directly with your immediate supervisor. This may be done verbally in the first instance, but it is strongly recommended that you put your concern in writing so there is a clear record of when and what was raised. Provide specific details: what happened, when it happened, who was involved, and what outcome you are seeking. Give your supervisor a reasonable period — at least 5 working days — to respond or take action. Keep a copy of any written communication you send.
Escalate to Head of Department if Unresolved
If your immediate supervisor does not respond within 5 working days, or if their response is unsatisfactory, escalate the grievance in writing to your Head of Department. Address the letter formally to the HoD, attach any earlier correspondence, and state clearly that you are formally escalating an unresolved grievance. The HoD has a duty to investigate the matter, to hear both sides, and to provide a written response. You may request a formal meeting with the HoD to present your case in person. The HoD should respond within 10 working days of receiving your written grievance.
Involve a Union Representative if Needed
At any stage of the grievance process, you may request that a union representative or staff association representative accompanies you to meetings or assists you in preparing your written complaint. This is a recognised right under Gambian labour relations norms and the PPM. Having a representative does not mean the grievance becomes a collective dispute; the representative's role is to assist you individually — ensuring you understand the process, helping you present your case clearly, and witnessing any meetings. Inform the HoD in advance if you wish to bring a representative.
Escalate to PS-PMO as the Final Internal Step
If the HoD's response is still unsatisfactory, or if the grievance involves the HoD personally, you may escalate the matter directly to the Permanent Secretary, Personnel Management Office (PS-PMO). Write formally to the PS-PMO, attaching all previous correspondence and responses. Explain why you are escalating and what resolution you are seeking. The PS-PMO has authority over all personnel matters and can direct an investigation, convene a formal hearing, or take corrective action. The PS-PMO's decision on a grievance is the final internal administrative step.
Know Your Anti-Retaliation Protections
Civil servants who raise legitimate grievances through proper channels are protected against retaliation. CoC Section 4.3.6 prohibits supervisors or colleagues from victimising, threatening, or penalising any officer for having raised a concern through official channels. Anti-discrimination protections under CoC Section 4.2.4 also ensure no officer is treated less favourably on grounds of sex, religion, ethnicity, disability, or other protected characteristics. If you believe you are being retaliated against for raising a grievance, document the retaliatory conduct and report it as a separate grievance, starting again at Step 2 above. Retaliation against a grievant is itself a disciplinary matter.
Scenario Complete
For the full legal text, see: CoC Sec. 4.3.4 and PPM Ch. 9