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Having A Proper Grievance Procedure Will Ensure Employee Harmony And Avoid Later Problems

March 16, 2012 | Comments: 0 | Views: 99

A grievance procedure is a systematic process that an employee has to follow in order to get their complaint addressed. A formal complaint, submitted in a written form to a higher member of the hierarchy, would move one level at a time to reach the required level before reaching its conclusion. Employees usually use the grievance procedure as an organized bargaining agreement. It is also the proper channel used by the company to address the grievances and shortcomings of the employees, customers, competitors, distributors and suppliers. Common grievances at the work place include racial or gender discrimination, sexual bantering, unfair wages or terms of employment, inhuman working environment, statutory employee rights and misunderstanding or difference of opinion between employees.

There is no steadfast legal obligation that must be followed if a grievance occurs at a work place. However, clear principles are described by employment law, which describes the attitude of both the parties concerned during the period in which the process is underway. Employment law states that first, the parties involved should attempt to try to resolve the issue amongst them through an informal channel, but if anyone feels they are not getting the best possible answer to their grievance he/she can initiate the formal complaint process. The employment law also asks the employers to submit their own formal grievance procedure in writing and make it publicly accessible to everyone through proper channels such as the company's internet website, the company's yearly magazine and the employee's contract.

The process of submitting complains in a formal manner usually requires the employee to first write to the employer and inform him/her about your grievance. Make sure you provide ample reasons to support the reason of your distress. You should then make an appointment with your employer to find a mutual understanding and resolve the issue swiftly. You have the legal right to take someone along with you for the meeting who can speak on your behalf and support your theory, but he/she would not be in the capacity to answer questions that are being asked to you directly.

Once the meeting is finished, the employer would inform you of his decision in writing after a couple of days, but if you think that the employer has not dealt with your grievances satisfactorily, you have the right to appeal against his decision. The appeal must be submitted in writing and it becomes mandatory for the employer to arrange another meeting and try to find a resolution the problem. If you are still not satisfied with the terms offered by the employer, the employment law has a clause which states that you can file an appeal to the Employment Court which would intervene as an independent authority and hear both sides of the story before announcing its decision; once the decision has been made it cannot be evoked. So it is always recommended to seek out professional legal help before choosing this path.

If you would like to understand more about how to implement a grievance procedure and comply with employment law please visit our web site.

Source: EzineArticles
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