FORMAL GRIEVANCE PROCEDURE
IN THE WORKPLACE
Many employers have set up a Formal Grievance Procedure in the
This provides a framework in which the employee can raise, and
hopefully resolve, internal disputes at work.
The advantages of a Formal Grievance Procedure are:
If no Formal Grievance Procedure exists, than one should still proceed by way of a Grievance Procedure: >> no formal Grievance Procedure
Procedure to follow in the case of a dispute:
If you suspect that a Formal Grievance Procedure exists, contact your manager or supervisor to gain a copy of such document.
If a Formal Grievance Procedure exists where you work, it is advisable to use such procedure before taking the matter outside the workplace. Employers usually take exception to outsiders meddling in internal workplace management matters and prefer the Formal Grievance Procedure to be followed prior to the intervention of a third party.
When an attempt to resolve a dispute through using the Formal Grievance
Procedure fails :
When a matter is not resolved adequately through following a Formal
Grievance Procedure, professional expert advice should be sought prior
to taking the next step.
(Resigning in frustration should not be considered the solution... Such
resignation may play into the hands of your employer who has acted
(Resigning in frustration should not be considered the solution... Such resignation may play into the hands of your employer who has acted inappropriately. )
Professional counsel would be invaluable:
>> Labour Law
>> useful links
|National Assistance: 0860 LABOUR/ 0860 522687