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Human Resources

  • Date Submitted: 12/02/2012 01:48 AM
  • Flesch-Kincaid Score: 67.2 
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3 Reasons Why you Need a Grievance Procedure
You must deal with grievances as they arise, if you don’t they’ll become much bigger problems! You could end up having to defend yourself at the CCMA or the Labour Court if he feels you’ve done nothing to resolve his problem.

Resolve every grievance as soon as reasonably possible. What is reasonable will depend on the complexity of the issues, but make sure you address them all.
 
Find the solutions to your employees grievances in the Labour Law for Managers Loose Leaf, which is part of the Labour Law Advisory Service. As part of the invaluable labour advice service, you’ll also receive three Bonus Reports, Regular updates, a Weekly Bulletin, Online access to past Labour Updates and a Labour Helpdesk. 

How does a grievance procedure work?
There are various stages to a grievance procedure. You can tailor-make the stages based on the size and nature of your business.

For example, if you have a small business you won’t have a grievance procedure that considers the issue at five different levels. You’ll run out of people to hear the grievance before you even get to the end of the procedure! 

However, if you have a very large business you should hear the grievance at a number of different stages or levels. Attempt to resolve the problem before it gets to the highest level. That way you won’t need to use your senior employees’ time except as a last resort and if all else has failed.

Whichever policy you choose, there are some basic elements you must include in your grievance policy and procedure.
Include these 9 basic clauses in your grievance policy
  1. The assurance to all employees that they’re free to raise grievances and they won’t be victimised for doing so.
  2. The assurance that wherever possible, you’ll handle grievances with discretion and protect the confidentiality and privacy of employees concerned.
  3. A requirement that the employee who has a grievance must set out his...

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