GOOD PRACTICE IN HANDLING GOOD PRACTICE IN HANDLING GRIEVANCE PROCEDURESGRIEVANCE PROCEDURES

1. MANAGEMENT OF GRIEVANCES1. MANAGEMENT OF GRIEVANCES

1.1 MOST PROBLEMS CONCERNING AN 1.1 MOST PROBLEMS CONCERNING AN EMPLOYEE AND THEIR EMPLOYMENT EMPLOYEE AND THEIR EMPLOYMENT

ARE GENERALLY DEALT WITH ARE GENERALLY DEALT WITH SATISFACTORILY IN THE COURSE OF SATISFACTORILY IN THE COURSE OF

THE NORMAL WORKING THE NORMAL WORKING RELATIONSHIP BETWEEN THE RELATIONSHIP BETWEEN THE

EMPLOYEE CONCERNED AND THE EMPLOYEE CONCERNED AND THE IMMEDIATE SUPERVISORIMMEDIATE SUPERVISOR

1.2 THE PURPOSE OF HAVING A FORMAL 1.2 THE PURPOSE OF HAVING A FORMAL POLICY AND PROCEDURES IS TO PROVIDE POLICY AND PROCEDURES IS TO PROVIDE

A FRAMEWORK WHICH ENABLES ALL A FRAMEWORK WHICH ENABLES ALL EMPLOYEES TO RAISE ANY CONCERNS OR EMPLOYEES TO RAISE ANY CONCERNS OR

COMPLAINTS ABOUT : COMPLAINTS ABOUT :

~ Their working environment~ Their working environment

~ Terms and conditions ~ Terms and conditions

~ Workplace relationships which have not or ~ Workplace relationships which have not or cannot be resolved in the normal working cannot be resolved in the normal working

relationshiprelationship

1.3 MANAGEMENT COMMITTEE/ STAFFING 1.3 MANAGEMENT COMMITTEE/ STAFFING SUB-GROUP / CO-ORDINATOR SHOULD BE SUB-GROUP / CO-ORDINATOR SHOULD BE

PRO-ACTIVE IN ENSURING THAT ISSUES ARE PRO-ACTIVE IN ENSURING THAT ISSUES ARE RESOLVED AS THEY ARISE AND AS QUICKLY RESOLVED AS THEY ARISE AND AS QUICKLY AND AS FAIRLY AS POSSIBLE BEFORE THEY AND AS FAIRLY AS POSSIBLE BEFORE THEY

REQUIRE A FORMAL PROCEDUREREQUIRE A FORMAL PROCEDURE

1.4 THIS REDUCES THE FRUSTRATION AND 1.4 THIS REDUCES THE FRUSTRATION AND TENSIONS THAT COULD EVENTUALLY CAUSE TENSIONS THAT COULD EVENTUALLY CAUSE

MAJOR PROBLEMSMAJOR PROBLEMS

2. GENERAL PRINCIPLES2. GENERAL PRINCIPLES PROCEDURES SHOULD COMPLY WITH THE PRINCIPLES PROCEDURES SHOULD COMPLY WITH THE PRINCIPLES

OF NATURAL JUSTICE AND FAIR PROCEDURES, WHICH OF NATURAL JUSTICE AND FAIR PROCEDURES, WHICH INCLUDE:INCLUDE:

~ EMPLOYEES GRIEVANCE’S ARE LOOKED INTO IN A ~ EMPLOYEES GRIEVANCE’S ARE LOOKED INTO IN A FAIR WAY AND DEALT WITH QUICKLYFAIR WAY AND DEALT WITH QUICKLY

~ EMPLOYEES ARE GIVEN THE OPPORTUNITY TO AVAIL ~ EMPLOYEES ARE GIVEN THE OPPORTUNITY TO AVAIL OF THE RIGHT TO BE REPRESENTEDOF THE RIGHT TO BE REPRESENTED

~ EMPLOYEE HAS THE RIGHT TO A FAIR AND IMPARTIAL ~ EMPLOYEE HAS THE RIGHT TO A FAIR AND IMPARTIAL DETERMINATION OF THE ISSUES CONCERNEDDETERMINATION OF THE ISSUES CONCERNED

3. FOUR STAGES IN 3. FOUR STAGES IN THE GRIEVANCE THE GRIEVANCE

PROCEDUREPROCEDURE

STAGE 1:STAGE 1:

EMPLOYEE RAISES THE MATTER EMPLOYEE RAISES THE MATTER WITH HIS/HER IMMEDIATE WITH HIS/HER IMMEDIATE

SUPERVISOR. BOTH INDIVIDUALS SUPERVISOR. BOTH INDIVIDUALS DISCUSS THE GRIEVANCE IN DISCUSS THE GRIEVANCE IN

DETAIL. THE SUPERVISOR WILL DETAIL. THE SUPERVISOR WILL THEN INVESTIGATE THE THEN INVESTIGATE THE

GRIEVANCE AND ATTEMPT TO GRIEVANCE AND ATTEMPT TO RESOLVE IT.RESOLVE IT.

STAGE 2:STAGE 2:

IF THE MATTER IS UNRESOLVED, THE IF THE MATTER IS UNRESOLVED, THE EMPLOYEE MUST EXPRESS THEIR EMPLOYEE MUST EXPRESS THEIR

DISSATISFACTION, RECORD THE ISSUE DISSATISFACTION, RECORD THE ISSUE IN WRITING AND PRESENT IT AS IN WRITING AND PRESENT IT AS

FORMAL GRIEVANCE TO THE FORMAL GRIEVANCE TO THE CHAIRPERSON OR STAFFING SUB CHAIRPERSON OR STAFFING SUB

GROUP (Which ever is in the Staffing GROUP (Which ever is in the Staffing Handbook)Handbook)

STAGE 3:STAGE 3:

IF THE MATTER REMAINS UNRESOLVED IF THE MATTER REMAINS UNRESOLVED THE GRIEVANCE IS BROUGHT IN THE GRIEVANCE IS BROUGHT IN

WRITING TO A DISCIPLINARY AND WRITING TO A DISCIPLINARY AND GRIEVANCE PANEL GRIEVANCE PANEL

((This group is nominated by the Management This group is nominated by the Management Committee and usually consists of three Committee and usually consists of three

membersmembers))

STAGE 4:STAGE 4:

IF THE GRIEVANCE IS STILL IF THE GRIEVANCE IS STILL UNRESOLVED ALL PARTIES HAVE THE UNRESOLVED ALL PARTIES HAVE THE RIGHT TO ASK FOR THE ASSISTANCE RIGHT TO ASK FOR THE ASSISTANCE

OF AN AGREED THIRD PARTYOF AN AGREED THIRD PARTY

MEDIATION VS ARBITRATIONMEDIATION VS ARBITRATION ??Solicitor, Framework, LRC, external Solicitor, Framework, LRC, external

consultant, unions etc.consultant, unions etc.