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Grievance Procedure
Wherever there are
collective labour agreements (CLAs) there are bound to be problems of interpretation,
application and administration.
Grievance procedure is essential if the problems that arise are
to be satisfactorily dealt with in a consistent and precise manner.
Grievance is defined
as;
“A Difference over what
the collective labour agreement means. It is
usually a result of some action taken by the company, or by the company’s failure to take action
when it should have been taken.”
A grievance is the
formal articulation of a complaint usually in writing and with the assistance or involvement of
a union. Grieving takes place when a “formal
complaint” has not been addressed by the immediate supervisor. For the most part “grieving” is associated with a union
environment.
Procedures may be
determined jointly by management and union --- joint regulation;
Procedures can be
unilaterally determined by management where there is no union.
Although management has
an interest in ensuring that employees are not dissatisfied, the grievance process is primarily
an employee mechanism
·
Initiated by employees to express and
resolve their dissatisfaction
·
Allows employees to challenge the
absolute power of management
Its effectiveness
should be judged by employee satisfaction with its operation.
Grievances are
frequently concerned with an individual’s terms and conditions of
employment.
A Staged
Approach:
1.
Reflects organizational
hierarchy
2.
Provides for a review of decisions by
a higher level of authority at each succeeding stage
3.
Should include only the necessary and
effective levels of management
Grievance
Procedure
Within
Department ►Outside Department(Still in Organization)
►External to Organization
Steps for Grievance
Procedure
External Part of Grievance Procedure
STEP 7 –
Litigation
▲
STEP 6 –
Arbitration
▲
STEP 5 –
Conciliation
Internal Part of Grievance Procedure
STEP 4 – CEO or
Nominee
▲
STEP 3 – HR
Department
▲
STEP 2 - Department
Head (in writing)
▲
STEP 1- Immediate
Supervisor
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