For those practitioners who are in the process of reviewing your staff grievance management procedures, you may find the following tips helpful. These tips have been taken from a bi-monthly newsletter which I produce on issues relevant to my field. If you would like a copy of the newletter which is in Word format sent to your email address please mail me and I will be happy to forward it on.
Grievance Management and Prevention
From: Sally Jetson
What is a grievance?
Any type of complaint, concern, injustice or wrong related to work or the work environment. A grievance may result from an action, behavior, omission, situation or decision which the person feels is unfair or unjustified.
Who can grievances be against?
The action may have been done by management, an individual manager or supervisor, another employee, or a group of employees.
What can grievances be about?
A grievance can be raised on a range of employment related matters, including matters which are not covered by legislation, including: discrimination and harassment
transfers and promotion policy
training and professional development
rosters and overtime
occupational health and safety
any breaches of codes or standards of conduct which have been adopted by an organisation.
other forms of unfair treatment which can have an adverse effect on an individual or work environment.
What is a grievance procedure?
A grievance procedure is a process which sets out a series of steps to be followed when dealing with a range of problems in the workplace. It should spell out what issues are to be included and what issues are to be excluded. There is no ready-made grievance procedure which can be used in all cases and ideally they should be designed to suit the particular industry and organisation.
What should a grievance procedure do?
Provide a constructive way of dealing with individual and group grievances...
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