GOOD PRACTICE IN HANDLING GRIEVANCE PROCEDURES

1. MANAGEMENT OF GRIEVANCES 1.1 MOST PROBLEMS CONCERNING AN EMPLOYEE AND THEIR EMPLOYMENT ARE GENERALLY DEALT WITH SATISFACTORILY IN THE COURSE OF THE NORMAL WORKING RELATIONSHIP BETWEEN THE EMPLOYEE CONCERNED AND THE IMMEDIATE SUPERVISOR

1.2 THE PURPOSE OF HAVING A FORMAL POLICY AND PROCEDURES IS TO PROVIDE A FRAMEWORK WHICH ENABLES ALL EMPLOYEES TO RAISE ANY CONCERNS OR COMPLAINTS ABOUT : ~ Their working environment ~ Terms and conditions ~ Workplace relationships which have not or cannot be resolved in the normal working relationship

1.3 MANAGEMENT COMMITTEE/ STAFFING SUB- GROUP / CO-ORDINATOR SHOULD BE PRO-ACTIVE IN ENSURING THAT ISSUES ARE RESOLVED AS THEY ARISE AND AS QUICKLY AND AS FAIRLY AS POSSIBLE BEFORE THEY REQUIRE A FORMAL PROCEDURE 1.4 THIS REDUCES THE FRUSTRATION AND TENSIONS THAT COULD EVENTUALLY CAUSE MAJOR PROBLEMS

2. GENERAL PRINCIPLES PROCEDURES SHOULD COMPLY WITH THE PRINCIPLES OF NATURAL JUSTICE AND FAIR PROCEDURES, WHICH INCLUDE: ~ EMPLOYEES GRIEVANCE’S ARE LOOKED INTO IN A FAIR WAY AND DEALT WITH QUICKLY ~ EMPLOYEES ARE GIVEN THE OPPORTUNITY TO AVAIL OF THE RIGHT TO BE REPRESENTED ~ EMPLOYEE HAS THE RIGHT TO A FAIR AND IMPARTIAL DETERMINATION OF THE ISSUES CONCERNED

3. FOUR STAGES IN THE GRIEVANCE PROCEDURE

STAGE 1: EMPLOYEE RAISES THE MATTER WITH HIS/HER IMMEDIATE SUPERVISOR. BOTH INDIVIDUALS DISCUSS THE GRIEVANCE IN DETAIL. THE SUPERVISOR WILL THEN INVESTIGATE THE GRIEVANCE AND ATTEMPT TO RESOLVE IT.

STAGE 2: IF THE MATTER IS UNRESOLVED, THE EMPLOYEE MUST EXPRESS THEIR DISSATISFACTION, RECORD THE ISSUE IN WRITING AND PRESENT IT AS FORMAL GRIEVANCE TO THE CHAIRPERSON OR STAFFING SUB GROUP (Which ever is in the Staffing Handbook)

STAGE 3: IF THE MATTER REMAINS UNRESOLVED THE GRIEVANCE IS BROUGHT IN WRITING TO A DISCIPLINARY AND GRIEVANCE PANEL ( This group is nominated by the Management Committee and usually consists of three members )

STAGE 4: IF THE GRIEVANCE IS STILL UNRESOLVED ALL PARTIES HAVE THE RIGHT TO ASK FOR THE ASSISTANCE OF AN AGREED THIRD PARTY MEDIATION VS ARBITRATION ? Solicitor, Framework, LRC, external consultant, unions etc.