Handling Grievances

An employee may file a grievance for a variety of reasons. Perhaps they believe that their colleagues or management are treating them unjustly. They may believe they are being harassed, bullied, or discriminated against. They may have a complaint about their working conditions or employment terms. Perhaps they saw something happen to a co-worker and want to express their worry on their behalf. Because no business is immune to grievances, every company should have a grievance system that employees may use if they have a complaint or problem.

Some complaints can be settled informally, which is frequently the preferred method, and may include mediation.

However, certain issues may be more difficult to address and may result in a workplace inquiry. However, whether a dispute is settled formally or informally, both approaches need a thorough awareness of procedure and must be handled with care and tact.

What we do

• Procedures – We put in place a grievance mechanism to help deal with any issues that an employee may submit. This can be included in a corporate handbook, for example, so that all workers have easy access to the right method to follow.
• We accept responsibility for accepting grievances and ensure that the location for receiving them is freely accessible to everybody. Because they may include personal information, it goes without saying that every item received is processed with the highest discretion.
• Communication – When a grievance is received, it is critical to keep in touch with the employee who filed it. Begin with a relaxed dialogue, allowing the employee to thoroughly describe the problem. If the problem cannot be resolved during this conversation, a formal grievance should be filed.
• Investigate further – If an investigation is necessary, we notify all parties involved and estimate how long it will take. If other parties prefer to explain themselves, this must be considered. Make sure that minutes are taken at every meetings in order to build a complete chronology and proof.
• Following the hearing, a decision will be made. If the grievance is denied, the employee may file an appeal. Your policy will detail this procedure, which will include more meetings and, if the employee is still dissatisfied with the conclusion, a tribunal.
• Lessons learned – As an employer, you will want to find a solution to a grievance that will prevent it from happening again. Keeping a note of the entire procedure will offer records and provide you the experience needed if another issue arises.