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Employee Grievance Policy

Employee Grievance Policy

Employee Grievance Policy

What is an Employee Grievance Policy?

 

An employee grievance policy states the correct process through which any employee can file a complaint regarding their workplace, coworkers, or manager or about a conflict or any other issue regarding the workplace, such as unsatisfactory working conditions. Every company provides and implements a grievance policy that helps employees follow the proper protocol and address their concerns.

 

It is crucial that employers understand the grievance policy’s gravity and treat it seriously and with complete fairness and caution. This professional and legitimate behavior shows that your complaints matter to you as an employer. This helps you create a transparent procedure and creates an environment where the company takes mandatory steps to resolve the issue.

Reasons Behind a Grievance Policy

 

1. Harassment of an employee is of multiple sorts from mental, sexual, personal, verbal, and more

2. A situation where their health and safety have been compromised.

3. Unacceptable working conditions result in poor relationships with the manager and an unsafe working environment.

4. Their employee agreement has been changed to unfair terms.

5. The organization has violated the employment policy guidelines.

How to Follow the Grievance Policy Procedure?

 

1. Deal with the matter informally

You can informally deal with the issues related to grievances if you feel comfortable. Reaching the specific person and letting them know their particular behavior is causing a problem. The problem can be of any cause, like their behavior could be discriminatory, unfair, offensive, etc. This person could be completely unaware of the situation they are causing, and by telling them, you are giving them a chance to right their wrong.

 

2. Speak to your manager

If you are uncomfortable talking to the person with whom the problem is related, you can directly reach out to your manager. After having a conversation with your manager, he will be able to provide you with different options. Once your manager has heard about your situation, he will directly approach the person responsible for the particular situation. There is formal action that can take against the person, but these actions will entirely depend on your approval.

 

3. Make a formal complaint

The third option is to write or compose a formal complaint against the person you want to complain for. You can write a complaint against your manager or any other senior person in your firm. The written complaint should mention the particular incident and person regarding the complaint, date and time of the incident, witnesses if any, and at last, your signature and the date.

Possible Outcomes

 

After conducting an investigation, if it reveals that your complaint is credible, there are various actions that a company takes against an employee. For example, the person against whom the complaint is filed can be asked to write an apology, be given a written or verbal warning, get a transfer, or get demoted; it can also result in the employee’s termination.

 

There will be relevant training and development practices if the complaint is inconclusive because of a lack of evidence. It depends on the severity of the situation. You might face disciplinary action up to termination if it is found out that the complaint is entirely false or is brought up obnoxiously.

 

Other appropriate measures include counseling, a formal warning, transfer, demotion, or disciplinary action, including termination of employment.

If you are not happy with the Outcome?

 

You can file a complaint with an independent agency if you are unhappy with how your complaint is being handled. Additionally, you can pursue other options in court. For example, you should see a union representative or attorney if the situation calls for it.

Use Case of Employee Grievance Policy

 

Employee grievance policy is an essential part of any organization. It helps you to file a complaint about conflicts or issues at the workplace. With the help of employee grievance procedures, both parties can come to a conclusion that will benefit both the company and the employee. In addition, with the employee grievance procedure, there is complete transparency between the organization and the employees, which helps create a safe environment in the workplace.

 

With the help of the Employee grievance policy, employees feel that they are being heard. Therefore, in case of a problem in the future, they will be heard, and their issues will be resolved.

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