THE ROLE OF HR IN ORGANIZATION SUCCESS -WORKPLACE GRIEVANCE

Workplace Grievance

A workplace grievance is a complaint made by an employee to their employer over a legal infraction (e.g. policies, employment contract, and national standards). Disputes at work can take many different shapes. They won't always be formalized in paper with the designation "workplace grievance." They are frequently created spontaneously through conversation.

 

A worker may complain about another worker or even the manager. This covers anything from workplace harassment, bullying, and discrimination to problems with staff management, like micromanagement.

Employees have the option of bringing grievances against one another or their company. Employers must be aware of what goes on in the workplace because complaints can take many different forms and occasionally the issues are not really serious. Understanding how to identify a complaint and handle it fairly and openly is crucial.

 

Some examples of workplace grievances include issues relating to:

• Bullying and harassment
• Discrimination
• Workplace health and safety
• Work environment
• Relationships in the workplace
• Organizational changes
• Terms and conditions of employment

 

With each type of complaint, it is very important to demonstrate that, as an employer, you have:

• Taken the appropriate steps to address the problematic conditions; and
• Protected the employee where possible,

• Been objective in your approach
• You probably deal with internal difficulties with employees on a daily basis as an employer (especially as a small business owner). Implementing a grievances policy will enable you to handle these problems successfully. Therefore, it is strongly advised that companies keep their workplace grievance policy up to date. This refers to a strategy that:

 

• Outlines what constitutes a workplace grievance for the purposes of communicating a clear definition to employees
• Identifies a step-by-step procedure for seeking a resolution to the workplace grievance
• Sets out a process after arriving at a resolution

 

By accomplishing the above, employers are ensuring a fair and formal process for employees to raise concerns relating to their work, working conditions, and relationships with colleagues.

 

Employer’s Responsibility

 

Workplace grievances require caution and good faith – right from the investigation through to the resolution process. Employers have a responsibility to their employees which involves responding in a:

• timely
• appropriate
• and fair manner

Failure to do so could lead to more serious issues at work, including low employee morale and legal action. Employers must be aware of their obligations and rights as well as the best practices for responding procedurally.

Employers should be aware that a grievance may occasionally be brought up informally and that the employee may not desire a formal investigation; yet, depending on the nature and degree of the claim, the employer may be required to pursue a formal grievance procedure. For instance, in instances of physical or sexual abuse. It is also permissible to involve the police in some circumstances.

 

The Leading Causes of Employee Grievances

 

Require special handling in order to preserve motivation and harmony among your workforce's members. A complaint may be over an employee's position, a problem with another employee, etc. Grievance handling should be quick and efficient regardless of the reason.

 

According to some experts, organizations with better educated personnel have fewer complaints involving conflicts. The causes of employee complaints, especially those pertaining to conflict, are not entirely accounted for by professionalism and education, nevertheless. Workplace conflicts can also result from differing work ideologies, antagonistic personalities, and different approaches to jobs and problems among employees.

Unexpectedly, the type of employment can have an impact on employee complaints. Employers are required to identify the reasons behind employee complaints and to maintain grievance records as a way to deal with grievance risks in an effort to control the grievance rate.

 

COMPENSATION & EMPLOYEE BENEFITS

Unquestionably, this is among the most frequent reasons for employee complaints. It is better to discuss and fully explain promotions, benefits, and salary so that an employee doesn't feel misled. When employees learn about the salary of their coworkers, they may become upset, especially if they discover that the other employee has higher qualifications. They can also start to grumble about things like health insurance and other programs of a similar nature or inquire as to why they haven't received promotions.

 

DISCRIMINATION

Human resources departments still get complaints from employees about prejudice despite the growing number of campaigns to abolish it in the workplace. If concerns are not adequately addressed, the risk associated with this cause of grievance is the potential for legal action. Any discriminatory law may lead to a grievance, which, if not properly addressed, may result in legal action. For instance, if a worker feels that your organization is only promoting their male or female colleagues, they may be outraged and express problems. When a coworker makes a racist remark, an employee may file a complaint at any level if they are offended.

 

WORK HOURS AND FAVORITISM

When they are not given enough work hours or are scheduled for too many hours, employees may become irate. Employee dissatisfaction may arise if they are unable to telecommute because the corporate culture forbids remote access to the system. If employees are routinely required to work during shifts or other times they find uncomfortable, employers may see an increase in complaints.

These are not the only reasons why a worker might file a complaint. Workplace complaints may result from poor or absent equipment or facilities, harassment, bullying, etc. Finally, having too many employees with the same or similar levels of power at work may raise the likelihood of employee complaints about conflicts at work.

 

ANNA VERASAI (JUNE 20, 2019) WHAT ARE THE LEADING CAUSES OF EMPLOYEE GRIEVANCES? https://www.thehrdigest.com/what-are-the-leading-causes-of-employee-grievances/

 Stephen Roebuck (last updated May 2, 2022) Are You Grieving Over Workplace Grievances?

Published July 11, 2019 (last updated May 2, 2022) - Head of Operations

https://employsure.com.au/blog/are-you-grieving-over-workplace-grievances/

Peoples skill hub Handling Grievances

https://peopleskillshub.cipd.co.uk/managing-people-essentials/handling-grievances#gref