| Employees, irrespective of how many employees | | | | right to discuss a grievance at different levels of |
| there are or how big the business or entity is, must | | | | authority, with the aim of finding a meaningful and |
| be provided with opportunities and mechanisms to | | | | constructive solution. Grievances should be handled |
| lodge complaints or grievances. Although it holds true | | | | within a series of predetermined steps with the right |
| that the core business is to make money | | | | to refer a grievance to a higher management |
| management must be aware of the fact if your | | | | authority if a grievance could not be satisfactorily |
| employees are dissatisfied for whatever reason, they | | | | solved at a specific level. The objectives of a |
| can make or break any business. | | | | grievance procedure are as follows:o Maintenance and |
| A grievance can be defined as any feeling of | | | | promotion of sound employer/employee |
| dissatisfaction of an employee with regard to any | | | | relationships.o Speedy identification and settlement of |
| aspect in his work situation, or any cause of | | | | grievances to the satisfaction of both parties.o |
| dissatisfaction experienced by an employee or group | | | | Prevention of conflict and friction in the work |
| of employees arising from the work situation. When | | | | situation.o Identification and eradication of harmful |
| dealing with grievances of employees it is important | | | | practices.o Protection of the rights of personnel |
| to accept the fact that employees may have | | | | members and management.o Granting of actual and |
| grievances that such grievance may be expressed, | | | | objective attention to a grievance.o Ensuring a |
| and should not be perceived as negative or putting | | | | uniform manner of dealing with grievances. |
| management in a bad light. If management should | | | | A grievance procedure should be formal and should |
| view grievances as a negative phenomenon | | | | be written down and it should be applicable to |
| employees will not have the confidence to express | | | | everyone. No exceptions should be made. Grievance |
| their grievances, and even if employees express their | | | | procedures should take place along line management |
| grievances, they would not trust management to | | | | to prevent line authority from being undermined but it |
| actually attempt to solve their grievances. | | | | should have at its disposal formal channels which give |
| The purpose of any grievance mechanism is to draw | | | | the aggrieved the right to appeal. Furthermore, it |
| management's attention to employees' grievances | | | | should protect the employee against possible |
| and to settle them in the most effective way at the | | | | victimization. In conclusion, the aspect of channels to |
| lowest possible level. | | | | vent grievances within an organization is nothing new |
| A grievance procedure is nothing more than a | | | | and not that difficult. It should only be realistic, easily |
| communication mechanism which is directed upwards, | | | | obtainable, understandable, and known to everyone. |
| and makes provision for an employee to have the | | | | |