Grievance Handling in Organizations

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Grievance Handling in Organizations


 

 

What is a Grievance? 

A grievance is a concern, problem or complaint that a member of staff raises. The grievance could be about anything in relation to the workplace. It could be about another member of staff, management, working conditions, workloads. So there are no limitations on what a grievance could be about. 

Staff should be encouraged to informally discuss grievances with their managers before raising a formal grievance. In many incidents, this resolves issues and prevents concerns and problems from becoming serious. However, in some cases the issue may be too big to solve in this way and then a grievance procedure is necessary. 

Available at https://www.engageinlearning.com/faq/compliance/discipline-and-grievance/why-is-it-important-to-follow-a-grievance-procedure/

 

Definition - Grievance 

Complaint is a dissatisfaction which the employee brings to the attention of his immediate supervisor. 

Grievance is a formal complaint by employee concerned which he brings to the attention of his immediate superior or in an accordance with the procedure as outlined in CA. 

Dispute is an unresolved grievance which involves the company and union and is referred to Labour Ministry for conciliation/arbitration.

(Mohamed,1992)

 

What is Grievance Handling? 

 

 

 

Grievance handling is the management of employee dissatisfaction or complaints (e.g. favoritism, workplace harassment, or wage cuts). By establishing formal grievance handling procedures, you provide a safe environment for your employees to raise their concerns. You also create a channel to explain your policies and rationale for actions or decisions.

 

Tripartite Alliance for Fair & Progressive Employment Practices.(2019) Available at https://www.tal.sg/tafep/employment-practices/grievance-handling/# 

 

Importance of Solving Grievances

 

 

Why is Solving Grievances is Important in the Organization? 

As an employer, it is important to follow a grievance procedure to make sure you have done everything appropriate to deal with the matter. By the following procedure, you take emotion, hearsay, personal opinion and bias out of the matter. You deal with the facts of the situation in an ordered and systematic way.  This will avoid the possibility of you and your company being accused of unfair treatment of staff and possibly ending up in front of an employment tribunal. 

Available at https://www.engageinlearning.com/faq/compliance/discipline-and-grievance/why-is-it-important-to-follow-a-grievance-procedure/. 

 

References 

https://www.tal.sg/tafep/employment-practices/grievance-handling/# 

https://www.brighthr.com/articles/employee-conduct/grievances/types-of-grievances-in-the-workplace/ 

https://www.managementstudyguide.com/employee-grievance.htm

https://i-sight.com/resources/effective-grievance.

www.tal.sg/tafep/employment-practices/grievance-handling/

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