Dealing with the grievance process in the work place

5 steps of the grievance process

The first steps of a grievance process or procedure are the most crucial since they will determine the progression of the matter at hand. Issues after this may either escalate into formal and somewhat rigid procedures that could involve the inclusion of a third party to solve office matters.

Grievances are either given by the employee or the employee’s union representative. Most workplaces require the employer to put down the grievance procedure in writing and make sure that all employees are aware of it. The key points in the grievance process include; the employees letting the employer know the nature of the grievance and issues promptly.

Any form of grievances should try to be solved informally in the first instance to try and solve it before anything blows out of proportion. Employers should arrange any formal meeting without unreasonable delay and should carry out any necessary investigations to establish the facts of the case.

Employees should be allowed to be accompanied at any formal meeting and should allow the employee the right to appeal against any formal decision made. Grievances are concerns, problems or complaints raised by a staff member.

Any worker may at some time have problems or concerns with their work, working conditions or relationships with colleagues that they wish to raise with management. They may include issues of; health and safety as well as discrimination.