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Four guidelines you must follow when you hold a grievance hearing

by , 15 September 2014
If your employee has a grievance, she must lodge a complaint, in writing, through your grievance procedure.

You must then investigate the matter and hold a grievance hearing with both parties to try and resolve the issue.

When you hold the grievance hearing, you must follow these four guidelines to resolve the grievance effectively.

Follow these four guidelines so you can hold a grievance hearing effectively

Guideline number one: Hold a grievance hearing with both parties present (the grievant and the accused.)

Guideline number two: Allow both parties to present their side of the story.

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Guideline number three: Listen carefully to what both parties have to say.

Listening carefully will allow you to take the cue as to what will resolve the matter. Very often, the complainant wants an apology.

The Practical Guide to Human Resources Management says you must bear in mind that if the grievance is against something which isn't behavioural, but is more structural in nature, an apology won't do and you may have to stand the meeting down to see if the outcome is feasible.

This would be the case, for instance, where the grievance is about the failure to consider the grievant for a promotion and where the grievant feels his manager is overlooking him. This may take further enquiry.

Guideline number four: Give an outcome within the time period that's in your company's grievance procedure. This often ranges between three to five days.

It's not fair to linger over the outcome. If you do, parties will stew over the matter and it'll distract them and their colleges until you resolve it.

If it's not possible to meet the time period that's in your grievance procedure, inform the grievant of this and the need to extend the period in an attempt to resolve the matter.

Following these guidelines will help ensure you resolve grievances effectively.

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