Grievance procedures workplace template

Example of policy grievances that affect all workers could include undesirable working conditions, issues involving workplace health and safety, etc.

Your company should be prepared to handle any of these types of grievances. Other benefits of having an employee grievance procedure in place include: Prevents minor complaints or disagreements from spiraling into something more serious. Encourages you to develop company policies and employment contracts that are highly specific and have clear expectations. Helps foster a company culture of transparency, openness and trust. Makes employees feel heard and valued.

Helps prevent and address bias, discrimination and harassment in the workplace. Gives employees a tool to resolve their problems, instead of quitting or being less productive.

Serves as a cost-effective way to resolve problems and disputes before they result in litigation. Informal meeting with supervisor Before filing a grievance, encourage employees to talk with their manager first. Formal grievance in writing Consider creating a grievance form for employees to fill out.

Evaluate the grievance At this stage, you may choose to loop in your human resources department. Conduct a formal investigation To conduct a formal investigation, you may need to interview the employee who filed the grievance as well as anyone else who was involved.

Resolution Finally, the investigator, HR, supervisor and anyone else who was involved in the investigation writes a formal conclusion based on their findings. Grievance procedure best practices for managers Here are some helpful approaches for you, managers and supervisors to take regarding grievances from employees: Provide all employees with an employee handbook When you hire an employee, give them a copy of the employee handbook to review before officially starting in their position.

Conduct consistent meetings with employees throughout the year The most important thing you can do to prevent employees from filing grievances is building a positive and professional relationship with each of them.

Hold all employees to the same standards Standardizing your expectations for employees makes disciplinary procedures more simple and fair for everyone. Document employee performance, infractions and grievances As a manager or supervisor, keep track of the performance, infractions and grievances of each of your employees.

Offer frequent workplace training to managers and employees While your employees may be skilled at their jobs, many factors contribute to a successful, functioning workplace. FAQs about grievance procedures Why is a grievance procedure necessary? Can a grievance be raised verbally? A grievance form provides documentation of a perceived injustice and guidelines for investigating and resolving issues. Having clear and safe grievance procedures in place can encourage employees to report issues rather than hiding them or creating further problems.

Grievance policies can help to create an environment in which employees or medical patients feel supported and empowered. A concise grievance procedure form can help resolve issues quickly by providing clear instructions and key details. Here are some elements often included in grievance procedures:. A description of grievance procedures may go into detail about the timeline for each step in the process after a complaint has been reported.

The grievant needs clear instructions in order to submit forms by the required deadlines and to follow up with appropriate staff if the issue is not resolved within a mandated time frame. Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change.

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Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. Try Smartsheet for free, today. In This Article. Employee Grievance Form Template. At all time and stages of the grievance procedure, the employee will be required to keep the nature and details of the grievance confidential from other colleagues and any third parties. However the employee will be permitted to disclose and discuss the nature of the grievance with persons necessary to help the employee raise or solve the grievance, e.

This policy will be reviewed at regular intervals by the Employer and may be amended from time to time as the Employer sees fit. The Employer shall give sufficient and reasonable notice to employees of any changes which may be applied to this procedure. This policy is for guidance and forms a part of all employees' contract of employment with the Employer. The document is written according to your responses - clauses are added or removed, paragraphs are customised, words are changed, etc.

At the end, you will immediately receive the document in Word and PDF formats. You can then open the Word document to modify it and reuse it however you wish. Back to top. Grievance Procedure. Will this procedure form a part of an employee's contract of employment with the Employer? X Please select "Yes" If this grievance procedure shall form a part of an employee's contract of employment with the Employer. Need help? Next Customise the template.

Application of the Grievance Procedure The Grievance Procedure shall apply: where an employee wishes to raise a grievance, concern, complaint or issue with the Employer; the grievance or complaint should relate to the nature of their work; or the grievance or complaint should relate to the people they have to work with. A non-exhaustive list of examples of actions or occurrences which may result in an employee wishing to raise a grievance are detailed below: poor working or handling processes which cause inefficiency; minor breaches of workplace policies and procedures by other employees; absenteeism and unpunctuality of other employees which an employee does not believe have been dealt with properly or fairly; discrimination based on a protected characteristic; bullying and harassment by another employee; or discontent regarding pay or benefits, workload or working conditions.

The First Instance The steps that should be taken by employees in relation to a grievance in the first instance are as follows: 1. Stages of the Grievance Procedure The relevant stages of the formal Grievance Procedure are set out hereunder. Submission of Written Grievance A. Formal Grievance Meeting A. Investigating and Deciding on the Grievance A. Appeals A. Confidentiality At all points and stages throughout the grievance procedure, the nature and details of the grievance raised by an employee shall be kept confidential by the Employer.

The complaints will typically be serious in their nature and will need to be addressed promptly and using a pre-defined grievance procedure. The grievance procedure itself should be shared in writing and easily accessible by all employees.

You should also make sure that new staff members are sign posted to the grievance procedure as part of their staff on-boarding procedure. A basic grievance procedure must include a minimum who staff members should contact about a grievance and how to contact the person they need to speak with. There are typically two workflows that form part of a grievance — the first is an informal flow, and the second is a formal flow.