Introduction
Workplace grievances will arise at some point and it is how they are managed that makes all the difference. Regardless of the scenario, employers bear the responsibility of responding promptly, appropriately, and fairly. Failure to do so may hold significant consequences on productivity, culture – and in some instances – reputation.
What is a Workplace Grievance?
A workplace grievance is a complaint raised towards an employer by an employee due to a violation of legalities (e.g. policies, employment contract, national standards). Workplace grievances may take many forms. They will not always be made formal in writing and titled ‘workplace grievance’. They may often be made informally through discussion.
An employee may lodge a complaint about a fellow employee or even a manager. This includes anything from harassment, bullying and discrimination, to issues concerning the management of employees – such as micro-management.
Grievances may be filed by an employee against another employee or an employee against their employer. Employers need to be alert about what occurs in their workplace, as grievances can take many forms and at times, the matters at hand are not too pronounced.
It is essential to be able to recognise a grievance and treat them with fairness and offered transparency.
What are Some Examples of Workplace Grievances?
Some examples of workplace grievances include issues relating to:
- Bullying and harassment
- Discrimination
- Workplace health and safety
- Work environment
- Relationships in the workplace
- Organisational changes
- Terms and conditions of employment
With each type of complaint, it is very important to demonstrate that, as an employer, you have:
- Taken the appropriate steps to address the problematic conditions; and
- Protected the employee where possible,
- Been objective in your approach
Do I Need a Grievance Policy?
As an employer (particularly a small business owner), you are likely dealing with internal issues with staff on a regular basis. Having a grievances policy in place can help you deal effectively with these issues. Hence, it is highly advisable that employers maintain a current workplace grievance policy. This means a policy that:
- Outlines what constitutes a workplace grievance for the purposes of communicating a clear definition to employees
- Identifies a step-by-step procedure for seeking a resolution to the workplace grievance
- Sets out a process after arriving at a resolution
By accomplishing the above, employers are ensuring a fair and formal process for employees to raise concerns relating to their work, working conditions, and relationships with colleagues.
Employer’s Responsibility
Workplace grievances require caution and good faith – right from the investigation through to the resolution process. Employers have a responsibility to their employees which involves responding in a:
- timely
- appropriate
- and fair manner
Failure to do so may create larger problems in the workplace on multiple fronts – from low staff morale to legal action. It is crucial that employers know their rights and responsibilities, as well as best practice with procedural response.
Employers should be aware that sometimes a grievance will be raised in an informal manner and the employee may not want a formal investigation, however, depending on the type of grievance and seriousness, the employer may need to follow a formal grievance procedure. For instance, in the case of sexual harassment or physical abuse. Also in some instances, it is appropriate to get the police involved.