GRIEVANCE PROCEDURES ARE FORMAL COMMUNICATION CHANELS DESIGNED TO SETTLE GREEVANCE AS SOON AS A PROBLEM ARISES.
Grievances are unavoidable in most work places due to dissatisfaction of employees at different levels raising concerns regarding various aspects of their organizational life and handling these grievances enables staff and the organization gain peace. A grievance is defined as a wrong or hardship suffered, which is the grounds of a complaint. •
grudge: a resentment strong enough to justify retaliation; "holding a grudge"; "settling a score" •
an allegation that something imposes an illegal obligation or denies some legal right or causes injustice •
a complaint about a (real or imaginary) wrong that causes resentment and is grounds for action
The Code of Practice defines a grievance as “concerns, problems or complaints that employees raise with their employers.” Issues that may cause grievances include: •
Terms and conditions of employment
Health and safety
Bullying and harassment
New working practices
The Code also states that “organizations may wish to consider dealing with issues involving bullying, harassment or whistle blowing under a separate procedure”.
Why are grievance procedures necessary?
Grievance procedures provide a clear and transparent framework to deal with difficulties which may arise as part of their working relationship from either the employer's or employee's perspective. What Happens With Grievance Procedures?
In essence grievance procedures are similar to disciplinary procedures. The legal minimum is a three-step procedure; a written statement, a meeting, and an appeal meeting, if necessary. The written statement should be produced by the employee who has the grievance and handed to the person indicated in the procedure. If past written statements have not been acted upon (there are time limits for this) or the person that...
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