A grievance procedure is really a step-by-step procedure that a worker must undergo to get a complaint addressed satisfactorily. A formal written complaint moves in one level up towards the higher level to get resolved. A grievance procedure is typically included in collective bargaining agreements, it is also an easy method of resolution dispute that used by company to address grievances by employees, customers, suppliers and competitors. The process provides hierarchical structure for settling and presenting workplace disputes.
The very best known use of this procedure is a formal process that outlined in labor contracts. The procedure doesn't necessarily to become elaborate and formal, overly formal grievance is discouraged by airing of disputes on the timely manner. In small company grievance procedure may consists few lines in employee manual or designation of single ombudsman to handle problem because they develop. The peer review of the employee that's concerned is popular method to put a previous address of grievances, although some larger companies create entire department dedicated in fielding complaints from customers or employees.
Whatever form may take grievance procedure is supposed to permit the companies to resolve and listen to complaints in a cost-effective and timely manner, before it will lead to litigation. Understanding the formal procedures that are available often encourages the employees to voice out their concerns regarding company policies before any major problems develop. Because of that, managers will not ignore problems since they're conscious that upper management will end up involved with the grievance process. Union settings protect the workers against any arbitrary decisions from the management regarding the discipline, benefits, promotions and discharge. They're also providing labor unions and formal process for that provisions of contracts.
Having grievance procedures is essential to both non-unionized and unionized settings; the companies must offer the written policies that belongs to them with consistent actions to maintain a great employee relations. To make it work both sides must treat it with attitude that serves their own mutual interest. Effective grievance ideally help the management to find out and correct all problems before it advances to serious trouble.
For that procedure being effective both parties need to look at it as positive force that can facilitate a wide open discussion of all issues. You will find cases that settling of grievances is a kind of competition that reinforces a "them versus us" mentality between management and labor. In some cases, the workers are quiet hesitant to apply grievances process because of fear of a recrimination. You will find studies that implies that employees who rise grievances most likely to possess lower evaluation of performance, work attendance and promotion rate. A grievance procedure and employment law should be then the organization or union to resolve any problems that may arise. Company's grievance procedures are including steps that prevent a backlash from employees preferring for doing things.
If situation cannot be resolved, final step in grievance process is for both parties to present in their side to pre-designated arbitrator. The function would be to find out the rights of each party under labor agreement; the decision from the arbitrator is final and usually cannot be changed.