Grievance is formal complaint which demonstrates any kind of dissatisfaction in an employee, arising out of the factors which are related to his job.
With that in mind, it would be silly to expect our employees or juniors not to complain about one thing or another in the workplace. To hear an employee complaining about having a hard time with their tasks, or even day to day interaction with other employees, is already something that happens in many different companies.
Most companies have measures in place to deal with those complaints and resolve any problems.
These measures could be in the form of company policies or programs that specifically focus on resolving issues employees have within the workplace, whether it has something to do with their job or with their co-workers. The perspective shifts greatly when the complaints from employees are directed towards their employers.
There has always been a stigma attached to employees complaining against their employer, and this goes back to the old times. Stories of masters and slaves have been told through the ages.
If a slave openly expressed their opinions on what they considered to be the shortcomings of their masters, things did not end well. Your employees are not your slaves. Stories like those have been retold over and over as time went by, even as corporate and workplace cultures have evolved.
Today, times have changed in favor of these employees and workers. Worker rights have certainly gained more recognition, and one indication is how complaints are now given more attention and actually taken seriously.
Now, employees can make their complaints formal and they even have the right avenues and platforms to formally air their concerns. Employee grievance is one of the many aspects of personnel management. If you try to go over the company policies and employee handbooks of companies, you are bound to find extensive discussion on employee grievance.
But what is a grievance in the first place? In the context of bosses and their juniors, there is a more specific definition provided by HR practitioners. Often, you will also hear employee grievance when employers are accused by employees to have committed a violation of the terms of an existing collective bargaining agreement.
It is a complaint when the employee merely expresses his thoughts and opinions verbally, talking about it to anyone who cares to listen. It becomes a grievance when the employee formalizes it, mostly through putting the complaint in writing and submitting it to the appropriate authority tasked to look into the resolution of the complaint.
It is comparable to a university setting. Usually, the formal airing of the grievances is the only thing that results in action from the authorities. Handling employee grievances is a function of the company human resource management department.
It makes sense, since the employees can hardly file their complaints against the person they are complaining about, can they? In these instances, the HR department acts as a semi-independent body.
Employee grievance, although integrated into many company policies, remains to be a heavy and very sensitive issue. Each grievance must be given serious attention, and that falls on the shoulders of the HR or a grievance committee, if there is one formed within the organizational structure.
The main task of these grievance committees is to look into the validity of the complaint. We are talking about having to air your dissatisfaction against the employer that essentially signs your paycheck, so it definitely takes a lot of guts to get out there and make your complaint formal.
However, it is also a fact that there are some employees that make baseless accusations against their employers because they have their own agendas in mind. This is why employee grievance must be dealt with fairly and properly. By identifying the types of employee grievances, we can immediately identify the reasons or causes of such complaints.
The types of grievances are based on the nature of the complaint, and we will take a look at the most common ones. Employee compensation and benefits A great bulk of employee grievance cases has something to do with the pay and benefit packages that employees receive — or do not receive — from their employers.A grievance handling system serves as an outlet for employee frustrations, discontents, and gripes like a pressure release value on a steam boiler.
Employees do not have to keep their frustrations bottled up until eventually discontent causes explosion. A good grievance handling system brings following benefits to the organization: a.) It develops the trust of employees in the organization, its motives and policies Employees have sufficient information about the process and the authorities who can be approached in case of a problem.
iv.) It is not a very long process v.) It is prompt and. A grievance is a formal complaint that is raised by an employee towards an employer within the workplace.
There are many reasons as to why a grievance can be raised, and also many ways to go about dealing with such a scenario. Reasons for filing a grievance in the workplace can be as a result of, but not limited to, a breach of the terms and conditions of an employment contract, raises and.
The Grievance Handling Handbook offers more practical tips in managing grievance within the workplace and brings employers through the entire grievance handling process.
For . You should seek advice from the chief steward or the grievance committee or your local business representative before taking these up as grievances. Report back to THE STEWARD'S ROLE IN GRIEVANCE HANDLING basis for the case. 7. RECORDING THE GRIEVANCE. The company needs an organized grievance handling system which can interact with consumers online/by phone.
An internal system is to be created that tracks each and every grievance and look if the issue is getting resolved in time or not.