Employment Law

If an employee has a grievance against one more employee, their Manager or the organisation, it is important that it is handled correctly. Grievances that are not dealt with promptly can result in disciplinary action, poor working relationships, pricey tribunal instances and excellent employee leaving the organisation. Due to the fact of this, it is really critical that an organisation not only follows the legal requirements surrounding managing grievances, but also puts in place a procedure that ensures any grievances raised will be handled in a fair and timely fashion.

So the 1st thing you need to have to be aware of is the employment law regulations? 1st issues first, it is critical that you specify the grievance procedure to workers in their Terms and Conditions of employment and/or their employee handbook. It is important that workers are also conscious that they are in a position to be accompanied to a grievance by either a fellow employee of their choice, or a trade union representative. If an employee decides to apply to an Employment Tribunal with regards to their grievance, they can only do so after following the following 3 stages with their employer:

1) An employee really should raise their grievance in writing.
2) An employee should be invited to attend a grievance meeting to discuss the written grievance with their employer.
three) If the grievance outcome is not satisfactory to the employee, they should appeal against it.

Following an appeal, if an employee is still unsatisfied with the outcome of their grievance, they can take their complaint to an Employment Law Tribunal. Due to the fact of this, it is incredibly important that organisations have a full grievance procedure and do every little thing achievable to resolve any concerns at a neighborhood level.
Workers can raise a grievance in relation to many items.

No matter whether or not your organisation is the best in the world, workers might still uncover something to complain about. Employees tend to raise grievances in the following locations:

* Terms and Conditions of employment
* Well being and safety
* Bullying and Harassment
* Supervision / Management
* Sexual Harassment
* Discrimination.

A detailed grievance policy will not avoid grievances being raised, nonetheless it will ensure that as an organisation you are performing everything possible to resolve the grievance locally. Employers need to also ensure they have detailed policies surrounding the above areas of employment as a preventative approach.