How to Handle Workplace Disputes and Grievances of Your Business

Grievances and disputes are inevitable in any workplace or work environment. Employees tend to clash and have certain disagreements with ideas and decisions that are to be implemented. Below are a few pointers on how to resolve and fix these situations efficiently and effectively. In dealing with this internally, tribunal claims would definitely be hindered or avoided.

Document the Grievance in Writing

Several complaints, concerns, or problems, can be considered certain grievances inside the office or workplace. These issues are raised to the employer. Disputes and grievances are usually handled and solutions are made informally. Both parties are called upon and they then discuss the dispute or concern. If the problem is not resolved in this manner, the employee should document it in writing and raise the issue to the companies’ manager or officer in charge.

Conference Meeting and Investigation

A conference meeting should be scheduled regarding the grievance to have the complainant or employee explain and clarify the concern and expound on his or her solution. The employer or officer in charge is to take notes on facts and details that the employee would convey in the meeting. After the meeting has been adjourned, the OIC should deliver its decision or proposal in writing without any postponement wherein details are placed on what actions are to be taken to resolve the problem.

The employee or the complainant may bring a co-worker or companion to the grievance conference, wherein this co-worker is involved or is witness to a certain dispute or misunderstanding.

Right of Appeal

The OIC or employer should notify or advise the complainant that they have a right of appeal when they deliver the conclusion. If the employee is not content with the result, the appeal is to be submitted in writing form, indicating the grounds and disputes of their appeal. Any compensation that would be given to the complainant may be lessened if there would be a tribunal claim brought up without an initial appeal submitted. The appeal should also be held fairly at a hearing or meeting, wherein it would be conducted or directed by a manager or OIC who is not involved whatsoever with the internal case.

Details to Keep in Mind

The employers should convey all information regarding grievances and dispute guidelines to all the companies’ employees for them to obtain the knowledge on how to properly handle and resolve certain issues internally and avoid tribunal claims if possible. In addition, employers must also train managers or OIC’s to handle and mediate these grievances properly and correctly.

Before getting to a formal meeting stage, advise managers to handle grievance situations pro-actively for issues to be resolved more efficiently.  Set up a meeting with the complainant and obtain facts and details about the grievance. Then set up another meeting with the employee to convey and discuss your conclusions before making a final judgment. Obtain all written minutes of all meetings that will be conducted.

For employees, it is significant that grievances are resolved informally to avoid further problems to escalate. However, if it is not fixed in this manner, follow the proper procedures and protocols in order to attain the best solution.

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