EMPLOYEE GRIEVANCE

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A grievance……..”

“ can be any discontent or dissatisfaction,

whether expressed or not, whether valid or
not, and arising out of anything connected
with the company that an employee thinks,
believes, or even feels as unfair, unjust, or
inequitable.”
 Grievance vs Discipline
 GRIEVANCE  DISCIPLINE
 Provides the employer  Gives employer a
with a process for process for handling an
resolving a complaint employee who is not
they are unable to meeting the expected
resolve through regular standards of
communications with performance or
their superior/manager behaviour.

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Purpose of the Grievance Procedure

 Allow employees and management to resolve

problems

 Allow employees to voice concerns workplace

and environment

 Keep lines of communication open

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How to Prevent a Grievance
 Identify potential causes
 Correct problems promptly
 Encourage corrective
 suggestions
 Establish and reaffirm policies and work rules
Communicate and give advance notice of
 changes
 Keep employees informed of their progress Be
 objective
 Learn to listen
Be consistent
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If you Receive an Employee Grievance

First and foremost…

 Don’t panic!

 Hold your temper!

 Take charge!

 Consider the possibility of early settlement…

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Grievance Timelines
Also note:

Any grievance not answered within the time limits

specified shall be submitted to the next step (Employee).

Any grievance not appealed to the next succeeding step in

writing within the time limits specified will be considered
withdrawn and not eligible for further appeal (Management).

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Benefits of Early Settlement
At any point during the grievance process, the parties can
agree to an early settlement. The benefits include:
 Quick resolution
 Employee frustration avoided
 Supervisor/Superior credibility
 Company credibility
 Respect of employees gained
 Prolonged conflict avoided
 “Local” control maintained

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Steps in the Grievance Process
The number of steps in the grievance process
differ according to the union involved, but each
contain the following:
 Oral Grievance
 Written Grievance
 Grievance Advanced to Employee/Industrial
Relations
 Arbitration

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Steps in the Grievance Process
ORAL GRIEVANCE:

 Employee presents oral grievance to immediate

supervisor within timeframe specified by Company
policies.

 Immediate Superior provides written response to the

oral grievance within timeframe .

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Steps in the Grievance Process
WRITTEN GRIEVANCE:

If the oral grievance is not satisfactorily adjusted:

 The aggrieved can submit the grievance in writing to the department head
on a standard grievance form signed by the employee.

 The grievance must be submitted in writing within the timeframe

specified in Company Policy.

 The department will arrange a grievance meeting between the

department head and the grievant.

 The Department shall submit a written response to the grievance within

timeframe specified in Company Policy.

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Steps in the Grievance Process
GRIEVANCE ADVANCED TO EMPLOYEE/LABOR RELATIONS:

If the matter is not satisfactorily adjusted in the previous (written) step, or an

answer is not given within the time specified:

 The written grievance previously submitted shall be forwarded to the

Human Resource Department within the timeframe.

If the matter is not satisfactorily adjusted in the previous (written) step, or an

answer is not given within the time specified:

 The written grievance previously submitted shall be forwarded to the

Managing Director within the timeframe.
 On policy matters only.

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Preparing for a Grievance
 Investigate the complaint and organize the case
before the meeting by determining the following:
 Who is involved?
 Where did the situation occur?
 When did the incident occur?
 Why did the situation occur?
 What are the circumstances?
 What was the impact to the operation/business as a
result of the situation/incident?
 What remedy is the grievant seeking?

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 HANDLING GRIEVANCES
THE "WHO, WHAT, WHEN, WHERE, AND WHY" OF GRIEVANCES:
 One of a superior's most important jobs is to handle, and
settle grievances.
 Often, however, supervisors fail to document a grievance
properly with the result the Company may lose factual
information.
 When this happens, the employee may not get the relief he is
entitled to, or, the Company may be faced with unnecessary costs.
If every supervisor knew and understood the basics of
 grievance investigation, they would be more effective
supervisors.
Always check for the following:

HANDLING GRIEVANCES
THE "WHO, WHAT, WHEN, WHERE, AND WHY" OF GRIEVANCES:

WHO : is involved in the grievance, name or names, check or department number, and
seniority date? Don't forget the steward or Union representative who may be involved.

WHEN : did the grievance occur? Date and time, day of week, exact time when act or
omission took place, which created the grievance.

WHERE : did the grievance occur? Exact location, department, machine, aisle, etc.

WHY : is this a grievance? What has been violated the contract, supplement, past
practice, law, ruling or awards, personal rights, etc.?

WHAT : happened that caused the violation? Improper promotion or transfer, etc.?
What adjustment is necessary to completely correct the alleged injustice, to place the
aggrieved in the same position he would have been in had not the grievance occurred?
What, if any, is the total liability to the Company?
Conducting the Grievance Meeting
 Discuss the matter rationally:
 Review the grievance with the grievant and the
representative.
 Do not bargain with the grievant or the
steward.
 Be certain that you have all of the information
you need before responding.
 Do not respond to a demand for an “instant”
answer. A possible exception is a matter of
health and/or safety.

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Preparing the Grievance Response
 Adhere to the timeline for your response.

 Provide an answer that is concise and complete.

Brevity is important. If you need help in providing an
answer, obtain assistance from Employee / Industrial
Relations officer/manager.

 Obtain acknowledgement of receipt of your answer

from the grievant/steward, including time and date.

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Preparing for Grievance Meeting with
Employee / Industrial Relations
Employee / Industrial Relations will facilitate the process at
this step. The process includes:
 Schedule ‘prep’ meeting with the department and /or
management before the date of grievance meeting.
 Serve as hearing officer.
 Determine who should be involved in the meeting,
including identifying any witnesses.
 Determine what information must be captured on
record.
 Discuss the format of the grievance meeting.
 Provide written response.

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