Grievance Procedure

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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
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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 the employee has the problem with is the person who should accept the statement, then it should be passed to a human resources manager, and failing that, the owner of the business.
As with disciplinary meetings, as part of his worker's rights, an employee is allowed to be accompanied, either by another member of staff, or a union representative if they are a union member, and can take whatever notes they want. The purpose of the meeting is to firstly establish exactly what has happened and, hopefully, get agreement on those facts. Then the employee should detail what it has meant to them and why they have a grievance about the situation. Finally, and again hopefully, an agreement will be arrived at as to how the problem can be
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At the appeal, which would follow much the same format of the previous meeting, the employee can outline their reasons for disagreeing with the decisions taken by the employer at the first meeting. THE PROCEDURE A grievance should be raised without unreasonable delay, normally within one month of the incident (or final incident) which gives rise to the complaint. In all cases and at all stages, the employee must detail in writing the specific circumstance or circumstances which constitute the grievance, with dates, times, witnesses, etc. as applicable. Employees should stick to the facts and avoid insulting or abusive language. The procedure has three stages as set out below. At each stage of the procedure formal records shall be kept, and the result of each stage shall be confirmed in writing. The employee is encouraged to keep his/her own records, and is entitled to record his/her disagreement as to the accuracy of the formal records or of the result. At each stage of the Grievance Procedure the person or panel hearing the case shall undertake a full investigation and there shall be a hearing, to allow the employee to put his/her case and state how they would like to see it resolved. The stages of the procedure are as

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