A grievance is a formal complaint that is raised by an employee to the employer within the workplace. There are so many reasons for anyone to have grievance. Some reasons why one can have grievances includes supervisor treating his/her sub-ordinates improperly, dissatisfaction with regard to the salary, breach of contract, lack of promotions, harassment and discrimination in the employment (Walker & Hamilton, 2011).
Grievance procedure provides the path to handle grievances and provides the approach to use to deal with those grievances with policies about the same. The procedure in which grievances can be raised are as listed below (Armstrong, 2014):
The employee puts forth the concerns (grievances) to his or her immediate supervisor or the manager or the ombudsperson (if there’s one in an organization). The employee can also take one other employee along with him/her for sharing the grievance.
If the employee is satisfied with the decision, the case is closed. However, if the employee isn’t satisfied with the decision, he/she requests a meeting with the member of management who is in higher position than the one who initially heard the grievance. The meeting is attended by the manager, HR manager or business partner and is held within five days of the request. The employee can accompany his/her desired representative in the meeting against the initial decision of the grievance. The HR manager notes everything of the meeting and passes the report to everyone concerned once the meeting is over and decision made.
If the employee isn’t still satisfied with the decision, he/she can file another appeal which is heard within five days from the date of filing the complaint. This meeting is attended by the head of HR, the director, and the employee filing the complaint. He/she can also bring the desired representative in the meeting. The manager responsible for HR records the decision/result of the meeting and issues a written copies to everyone concerned.
On the other hand, redundancy is a situation in which the employer decides that an employee or employees can’t be offered alternative work and are surplus to organizational requirement (Armstrong, 2014). This can happen if the organization is downgrading due to losing out business or due to slow economy. It can also happen when the organization changes the way of operation like in a library within an organization, if they are currently just using the paper based books but now want to change it to all e-books, they may find that the staffs working in paper based books unit are surplus to requirement and depart with them. There will however be a certain notice period like a month or three provided to the employee about their departure from the organization. They’ll also be provided some form of compensation which isn’t provided if someone is terminated due to grievance.
Looking at both grievance and redundancy procedure, they vary in ways as mentioned above. To sum it up, grievance process is used as a way to find and resolve any problems. If the grievance is truthful, required actions are taken; if it includes another employee, it may result upto termination in which case the employee isn’t provided any compensation or a notice period which is done under redundancy. Redundancy takes place when the organization is downsizing, closing or changing the workflow and doesn’t include any fault of the employee.
References
Armstrong, L. A. (2014). A Handbook of Human Resource Management Practice, 13th Edition. Kogan Page Limited.
Walker, B., & Hamilton, R. (2011). Employee-Employer Grievances: A Review. International Journal Of Management Reviews , 13 (1), 40-58.
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A grievance is a formal complaint that is raised by an employee to the employer within the workplace. There are so many reasons for anyone to have grievance. Some reasons why one can have grievances includes supervisor treating his/her sub-ordinates improperly, dissatisfaction with regard to the salary, breach of contract, lack of promotions, harassment and discrimination in the employment (Walker & Hamilton, 2011).
Grievance procedure provides the path to handle grievances and provides the approach to use to deal with those grievances with policies about the same. The procedure in which grievances can be raised are as listed below (Armstrong, 2014):
On the other hand, redundancy is a situation in which the employer decides that an employee or employees can’t be offered alternative work and are surplus to organizational requirement (Armstrong, 2014). This can happen if the organization is downgrading due to losing out business or due to slow economy. It can also happen when the organization changes the way of operation like in a library within an organization, if they are currently just using the paper based books but now want to change it to all e-books, they may find that the staffs working in paper based books unit are surplus to requirement and depart with them. There will however be a certain notice period like a month or three provided to the employee about their departure from the organization. They’ll also be provided some form of compensation which isn’t provided if someone is terminated due to grievance.
Looking at both grievance and redundancy procedure, they vary in ways as mentioned above. To sum it up, grievance process is used as a way to find and resolve any problems. If the grievance is truthful, required actions are taken; if it includes another employee, it may result upto termination in which case the employee isn’t provided any compensation or a notice period which is done under redundancy. Redundancy takes place when the organization is downsizing, closing or changing the workflow and doesn’t include any fault of the employee.
References
Armstrong, L. A. (2014). A Handbook of Human Resource Management Practice, 13th Edition. Kogan Page Limited.
Walker, B., & Hamilton, R. (2011). Employee-Employer Grievances: A Review. International Journal Of Management Reviews , 13 (1), 40-58.