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If your grievance procedure doesn't contain these seven elements, it won't work!

by , 23 September 2014
You need a grievance procedure in your workplace. This procedure is important because:

• It lets employees know what to do if they have a grievance;
• Your managers know how to handle grievances from employees; and
• You can solve grievances before they land up as full blown disputes that can cost you money and time!

Now there are seven elements you must include in your grievance procedure. Read on to find out what they are so you can ensure you have an effective grievance procedure in place.


There are seven elements that make a grievance procedure effective 
 

Element #1: The procedure must give assurance to all your employees that they're free to raise grievances and that no one will victimise them if they do.

Element #2: Your company's grievance procedure must have the assurance that you'll handle workplace grievances with discretion and protect the privacy of employees.

Element #3: It must encourage employees to lodge grievances as soon as possible after the incident which caused offence occurred. Tell employees, for example, to lodge grievances within seven days of the incident.

 
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Element #4: Your procedure must state that employees must lodge grievances in writing. This way you'll know what the grievance is all about.

Element #5: Set out the various stages or levels that the grievance should go through.

Element #6: Give a guideline for how long it should take to deal with the grievance at each level.

Element #7: Your grievance procedure must spell out what your employees can do if they're still unhappy after the grievance has reached the last level, says the Labour Law for Managers Loose Leaf Service.

'This will be a statement that your employees are free to exercise their rights under the Labour Relations Act (LRA),' adds the Loose Leaf Service.

If you want your grievance procedure to be effective and achieve its objectives, make sure it includes these seven elements.

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