simplyhr
TRANSCRIPT
simplyHR
What is Grievance?
“a written complaint filed by an employee and claiming
unfair treatment“
Why Grievances Arise?
Employee expectations
Unfulfilled
Dissatisfaction
Grievance
Causes of Grievance
Economic Work Environment
Supervision
Work Group Miscellaneous
What is Grievance Procedure?
The process whereby management formally deals with the
officially presented complaint(s) of workers relating to the
employment relationship (excluding disciplinary matters)
Need for Grievance Procedure
• Maintain healthy employment relationship
• Provide a clear and transparent framework to deal with
difficulties
• Equal treatment to all under similar circumstances
• To ensure issues are dealt with fairly and reasonably
Need for Grievance Procedure
• An opportunity to raise concerns fearlessly
• To provide points of contact and timescales to resolve issues of concern
• To try to resolve matters without recourse to legal intervention
• Acts as a defense for organisation in case of legal intervention
Grievance Procedure
• DOCUMENT DOCUMENT DOCUMENT DOCUMENT
• Settling matters as closely as possible to the point of origin
• Equitable treatment
• Simple to understand
• Confidentiality
• Reduced fear of adverse action
• Adhere to rules of ‘natural justice’
What is Adverse Action?
A lawyers delight!!!!!!
• One of the workplace rights that has the most potential for broad application is the right of an employee to “make a complaint or inquiry ... in relation to (their) employment” (section 341(1)(c)(ii)) of the Fair Work Act. This can mean that an employee who raises virtually any inquiry or complaint, that has some loose or vague connection to their employment, can argue that any action taken against them was because of the complaint or inquiry they had made.
• Any employee who complains about systems of work, inadequate equipment, or the conduct or work performance of other workers, could argue that this was a complaint in relation to their employment. Accordingly they could seek to invoke the protections under the adverse action provisions of the FW Act.
Onus of Proof is on?
The employer!!!
Who is covered under this Act?
• It is as broad as it can get
• Any employee, prospective employee or independent
contractor
What can an employer do?
• Take issues seriously and deal appropriately, don’t just
treat them as a whinge
• Document Document Document Document
• Ensure that every issue and grievance is fully
documented
• Supporting documents are easily available
• All bases are covered
The issue
• Treated as a whinge and not taken seriously;
• Grievances and Issues are poorly or not documented at all;
• 90% of the company’s that lose cases have poor or no documentation;
• Company’s fail to equate documenting employee Issues and Grievances as a crucial part of their Risk Management strategy;
• It only costs an employee $65 to bring an action against an employer, it costs significantly more to defend an action;
• No documentation trail……no evidence
How can we help?
• Jurat Software has created simplyHR as a tool to simply
and easily document Issues and Grievances, attach
supporting documents;
• By printing an employee profile you can get a full list of
all issues raised, how they were dealt with and any
supporting documents and emails
Our experience?
• We have been there!
• We had full documentation!
We would love to help?
We would love to help, it is not an experience you need to
go through and if you do we would rather see you protected.
Call us or email us
M 0498 888 849
Thank you
Thank you for being here today, we hope we have
helped you.