Essay on Informal and Formal Griencance

Topics: Employment, Dispute resolution, Management Pages: 3 (884 words) Published: May 13, 2013

This essay will explore the difference between formal and informal Grievance process, how it can be prevented and a sample of the authors own work of grievance investigation and conclusion

As a shift Manager and part of my responsibilities to ensure that we have a harmonious working relationship between staff and management.

For the purpose of this essay, I will cover the Grievance process, how it can be prevented and a sample of grievance proceedings that I handled.

A grievance is generally any complaint that has been presented by an employee to a management representative about an aspect of the employee work, working conditions or relationships. They are usually set out to the employer, either verbally or in writing. However, it is important to note that grievance can be presented in many forms and it should always be dealt with to minimise the risk of employment tribunal claims and awards.

As part of our company policy and in our contract of employment, the company has adopted a ‘Positive Work Environment, which states that the company is committed to create a harmonious working environment, which is free from harassment and bullying and in which every employee is treated with respect and dignity.’

We have three forms of communicating to all our employees the company’s stance on grievance related issues, which covers staff understanding of what is grievance, the consequences if a grievance case against fellow employee is proven and the reporting procedures. Firstly, we will discuss grievance to all employees through the employee induction process, in their written contract of employment, which is normally issued to the employee after successful three months probation. And finally through the company hand book, which every employee is issued a copy, signed for and advised to read and follow the company’s policies therein.

In addition and under the employment act 2002 (Dispute resolution) Regulation 2004, it is the duty of the employer to...
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