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Pass this test to determine if your company has an effective grievance procedure

by , 08 June 2016
Pass this test to determine if your company has an effective grievance procedureHaving a grievance procedure in place within your company has many benefits, namely that:

· You can resolve issues as soon as possible, and reduce the chances of grievances becoming public, which will dent your business's image and reputation;

· They can help you and your employee achieve a satisfactory solution;

· If you have a large business, they can save you time, as they can help ensure that the dispute is solved at the lowest level possible, without using about the time and resources of the more senior employees; and

· They can protect employees from any victimisation or inequitable treatment.

But to reap these benefits, you can't simply have any old grievance procedure. It's needs to be thorough and effective!

And to help you do just that, I have set up a quick test, consisting of six questions, to help you determine if your grievance procedure is in fact effective.

Keep reading to begin the test...

*****ATTENTION*****

2 out of 5 women in South Africa have been victims of some form of sexual harassment in the workplace!

Do you know what procedures to follow if one of your employees lodges a sexual harassment complaint?

Click here for more details...
 
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Six questions to help you determine if your grievance procedure is in fact effective…


QUESTION#1: Does it provide your employees with the total assurance that they're free to raise grievances without any fear of prejudice or discrimination, as well as the total assurance that you'll protect the privacy of employees who may have grievances?

QUESTION#2: Do you have a time limit for reporting grievances in order to ensure that employees report grievance-related incidents in the workplace soon after they have occurred?

QUESTION#3: Do you have a condition that the employee must lay out their complaint in writing?

NOTE: This will ensure that you know exactly what the grievance is all about.

TIP: Also make sure that the employee lays out what they're expecting the outcome of the grievance to be, so that you know exactly what they want.

QUESTION#4: Does it make it clear who the employee must first contact with regard to a grievance?

QUESTION#5: If necessary, do you clearly lay out all the various levels that a grievance could go through? And do you clearly indicate what the final level, of attempting to solve the grievance internally, is?

TIP:  Give a guideline indicating how long each level should take in attempting to solve a grievance. Also state that if their grievances can't be solved internally at the highest level, they are free to exercise their rights under the Labour Relations Act.
 

*If you can answer 'YES' to all of these five questions, then you have an effective grievance procedure in place.

To learn much more, page over to Chapter G01: Grievance Policy Procedure, in your Labour Law for Managers handbook, or click here to order your copy today. 

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