Grievances Handling Process
Grievances Means
Gary Dessler has defined a grievance as: “Any factor involving wages, hours, and conditions of employment that is used as a complaint. Similarly it could be expressed or not expressed.” (Dessler Gary, Human Resources Management, P.27)
A grievance is a formal complaint based on feelings of dissatisfaction or perceptions of unfair treatment at work or in the workplace, such as when a business policy or code of ethics on anti-discrimination has been broken. A general complaint, on the other hand, includes a broader variety of concerns, such as the cleanliness of the pantry area or the lack of staff support programs.
The source of a complaint could be actual or imagined. Receiving erroneous information and statistics, for example, or dissatisfaction with a wage decrease are examples of grievances based on genuine or actual occurrences and events. A supervisor may feel the need to closely watch an employee with poor work performance, for example, and this could be the source of a grievance. The employee may consider the supervisor's behavior as invasive and overpowering if the supervisor fails to explain his intention. Other coworkers, on the other hand, may conclude that the supervisor showing favoritism and being unjust. Such complaints are founded on erroneous assumptions and perceptions.
Types of Grievances
• General Grievance affect a group of employees. Possible examples include a wage cut or a retrenchment exercise that could involve several employees or the entire workforce.
• Individual Grievance affect one employee and requires a one-to-one approach. Possible examples of Individual Grievances include an employee who feels discriminated against in a promotion exercise or a case of sexual harassment.
Unionised enterprises must contact with and include the Trade Union Representative and members of the Branch Committee when dealing with these issues.
Grievances Handling Procedure
01. Any employee who has a grievance may bring it to the attention of his immediate supervisor or, if the grievance is against his immediate supervisor, to the attention of his Department Head within (period of time, e.g. 3 working days) from the date of reference to him.
02. If the employee is dissatisfied with the choice made in Step 1, he may refer the matter to the Division Head for resolution within (period of time, e.g. 3 working days), who will make a decision within (period of time, e.g. 3 working days) from the day the matter was referred to him.
03. If the employee is still unhappy with the choice made in Step 2, he or she may take the problem to the HR Manager, who will represent Management in reaching an agreement.
If the preceding stages do not result in a resolution, the case will be handled by the (job title, e.g. CEO), whose decision will be final.
Grievances Handling Procedure
Objectives of the Grievance Handling Procedure
1. To enable the employee to air their grievance
2. 2. To clarify the nature of the grievance
3. To investigate the reasons for dissatisfaction
4. To obtain, where possible, a speedy resolution to the problem
5. To take appropriate actions and ensure that promises are kept
6. To inform the employee of their right to take the grievance to the next stage of the procedure, in the event of an unsuccessful resolution
Benefits of Grievance Handling Procedure:
1. It encourages employees to raise concerns without fear of reprisal.
2. It provides a fair and speedy means of dealing with complaints.
3. It prevents minor disagreements developing into more serious disputes.
4. It serves as an outlet for employee frustrations and discontents.
5. It saves employer’s time and money as solutions are found for workplace problems. It helps to build an organizational climate based on openness and trust.
References
De Zoysa, A.H., 2016. A psychological study of job stress and effectiveness of employee grievance handling; A case study on a private sector company in Colombo district, Sri Lanka. International Journal of Research in Social Sciences, 6(7), pp.704-712.
Mubezi, J., 2013. The Assessment of Employee Grievances Handling in Tanzania: the Case of Udsm and Muha (Doctoral dissertation, The Open University of Tanzania).
As discussed in this article, it is very important to handle grievances in an efficient way in order to prevent disputes and negative feelings. HR should have an effective grievance handling procedure in place. Proper handling of complaints will encourage employees to go to their supervisors immediately which will in turn improve employee morale and engagement. Good article. All the Best!
ReplyDeleteit is best to handle grievances in a supportive way to avoid unnecessary escalation and negative feelings. Grievance handling procedures also allow you to identify and address unacceptable or unlawful practices quickly. All the best..
ReplyDeleteAs described in this article, it is critical to effectively resolve grievances in order to avoid arguments and unpleasant sentiments. An efficient grievance management mechanism should be in place at HR. Employees will be more likely to go to their superiors if concerns are handled properly, which will boost morale and engagement.
ReplyDeleteAs discussed in this blog, It is critical to handle complaints in a timely manner. A grievance procedure is intended to provide employees and employers with a neutral and fair framework for raising and reviewing major issues and complaints. Employees should be able to submit concerns about a safe working environment through a formal grievance procedure. All the best
ReplyDeleteTo avoid arguments and unwanted sentiments, it is critical to address grievances efficiently, as mentioned in this article. An efficient grievance handling mechanism should be in place at HR. Employees will be more likely to go to their superiors if concerns are handled properly, which will boost morale and engagement. Very good writing.
ReplyDeleteTo avoid arguments and unwanted sentiments, it is critical to address grievances efficiently, as mentioned in this article.
ReplyDeleteAn efficient grievance handling mechanism should be in place at HR.
Employees will be more likely to go to their superiors if concerns are handled properly, which will boost morale and engagement.
Good writing.
As you mentioned, grievance procedure ensures an amiable work environment because it redresses the grievance to mutual satisfaction of both the employees and the managers. It also helps the management to frame policies and procedures acceptable to the employees. Good blog
ReplyDeleteThe identification of grievances and handling them without prejudgments is the responsibility of HR team. Grievance handling inspires employees to raise their issues without fear. It is a fair and quick method of dealing with grievances. As you have discussed grievance handling procedure is important for both employees and employers. Well written article.
ReplyDelete