If you get a grievance wrong, it could prove costly
In terms of both your hard-earned money and your even-harder-earned reputation.
Perhaps you’ve had an employee – or even a group of employees – raise a grievance against one of your managers, or you have a suspicion that there is some discontent brewing amongst a particular group of employees. Either way, in situations like this, it’s best to address the issues quickly so that things don’t fester and escalate.
This is something we’ve seen quite frequently. It might be a few comments dropped into conversation every now and again, or sometimes it’s something you’ve heard through the grapevine. It still needs addressing.
Dealing with a grievance requires sensitivity. And as with other types of employee relations cases, grievances can become complex very quickly. So, if you don’t feel confident in managing a grievance, you can trust us to guide you through the process with ease.
We’ll also unpack the complex employment legislation for you. We’ll give you the advice you need and support you to resolve the issue to the satisfaction of both you and the affected employee.
You may have questions along the lines of:
- I’ve had several resignations from one team recently, and I suspect the manager might be a bit of a bully. What do I do?
- An employee has just raised a formal grievance in relation to working conditions. Where do I start?
- We’re disciplining an employee and they have just raised a grievance alongside. How do I deal with this?
And it’s quite common for the subject of grievances to be around workload, pay and benefits, disciplinary action, and bullying or harassment.
Sometimes a more thoughtful solution is required. Mediation, for example, can be really effective – when structured carefully – in resolving disputes in the workplace.