Grievance is bound to happen in an organizational setting with people having different perceptions modeled by the principles and experience that they have. Therefore, it is important for an HR manager to understand the procedures to handle grievance so as to manager situation before it gets out of hand. According to DeCenzo, “To handle the grievance, listen to the employee’s complaint, investigate the facts as best as you can, make your decision, and explain it clearly.” (DeCenzo & Stephen, 2010, p. 365) It is also important for a manger to understand not to be biased in the decision making process, be fair and analyze the situation based on facts rather than hearsay.
Armstrong (2012) in his book, has given 12 steps for grievance handling.
Define the situation: The first step is to define the grievance situation. It is vital to understand what the problem before you can start your grievance handling.
Specify Objectives: It is also clear on what is the final goal of the procedure. Without understanding what is the final objective the handling can be swayed and may lead to more confusion. For example in a sexual harassment case, it is important to understand that the procedure should find out if the case actually happened or was it fabricated.
Develop hypothesis: As in the cases of a police investigation, they usually try and find a probable cause. Similarly, hypothesis based on preliminary understanding should be constructed.
Get the facts: Grievance handling without facts is prone to bias and wrong conclusion. So you need to get the facts first.
Analyze the facts: Analyze after you have facts. This may not be easy so you may have to talk with people and deduce learning to bring out factual information from the opinion stated or assumptions.
Identify possible course of action: After the analyzing the facts you need to identify the possible course of action. This is usually based on the organization policy.
Evaluate alternative course of action: Being a manager it is important to see a decision from various angles relating to its both good and bad implications to the organization.
Weigh and decide: Find the best course of action that give the highest benefit. The most applicable and practical action must be chosen and decided on.
Decide on the objective: Plan for the implementation of the decision. Set time frame and goal.
Adopt a means-end approach where appropriate: Set step wise plan where each step defines meeting a specified objective leading up to the final goal of the implementation.
Implement the plan: Prepare the execution plan of the decision implementation. Plan the time frame and any resources needed for its smooth execution.
Implement: Implementation is the last step to the grievance handling process. It is important to review and monitor the progress of the implementation according to the plan for its success.
Redundancy occurs when employees lose their job due to business closure or downsizing in an organization. Redundancy procedure is related to the process of letting an employee go with clear discussion and certain amount of compensation.
It is also important to note that if you are offered a suitable alternative employment and you disagree then you will not be liable to get the redundancy compensation. The employer should however follow a fair procedure and invite you discuss on alternative employment and if it is feasible for you or else it will be considered unfair dismissal. (Buzzard, 2003)
According to Nepal’s Labour Act, Section 12, ‘Retrenchment and Reemployment’ explains that there needs to be at least a month’s notice indicating the reason for layoff. This shall be given to employees with at least one year of uninterrupted work. They will also be entitled to a month’s (30 day’s) salary for every year of service completed. It further states that any employee working for six months in any year, will also be granted the full compensation as mentioned above. Nepal Labour Act, 2048 (1992)
The difference between grievance procedure and redundancy procedure is that the grievance procedure is undertaken to find out what the problem is and how it can be settled. If the grievance is found to be true then proper procedures will be undertaken an the employee can be terminated without talking with them. Redundancy procedure takes place when the organization is closing or downsizing with no apparent fault of the employee.
References
Buzzard, R. (2003, July 31). Job cuts procedure. Evening Chronicle; Newcastle-upon-Tyne (UK) , p. 15. Retrieved from search.proquest.com/docview/349644...
DeCenzo, D. A., & Stephen, P. R. (2010). Handling a grievance. In S. R. David A DeCenzo, Fundamentals of Human Resource Management (pp. 364-365). United States of America: John Wiley & Sons Inc.
Grievance is bound to happen in an organizational setting with people having different perceptions modeled by the principles and experience that they have. Therefore, it is important for an HR manager to understand the procedures to handle grievance so as to manager situation before it gets out of hand. According to DeCenzo, “To handle the grievance, listen to the employee’s complaint, investigate the facts as best as you can, make your decision, and explain it clearly.” (DeCenzo & Stephen, 2010, p. 365) It is also important for a manger to understand not to be biased in the decision making process, be fair and analyze the situation based on facts rather than hearsay.
Armstrong (2012) in his book, has given 12 steps for grievance handling.
Redundancy occurs when employees lose their job due to business closure or downsizing in an organization. Redundancy procedure is related to the process of letting an employee go with clear discussion and certain amount of compensation.
It is also important to note that if you are offered a suitable alternative employment and you disagree then you will not be liable to get the redundancy compensation. The employer should however follow a fair procedure and invite you discuss on alternative employment and if it is feasible for you or else it will be considered unfair dismissal. (Buzzard, 2003)
According to Nepal’s Labour Act, Section 12, ‘Retrenchment and Reemployment’ explains that there needs to be at least a month’s notice indicating the reason for layoff. This shall be given to employees with at least one year of uninterrupted work. They will also be entitled to a month’s (30 day’s) salary for every year of service completed. It further states that any employee working for six months in any year, will also be granted the full compensation as mentioned above. Nepal Labour Act, 2048 (1992)
The difference between grievance procedure and redundancy procedure is that the grievance procedure is undertaken to find out what the problem is and how it can be settled. If the grievance is found to be true then proper procedures will be undertaken an the employee can be terminated without talking with them. Redundancy procedure takes place when the organization is closing or downsizing with no apparent fault of the employee.
References
Buzzard, R. (2003, July 31). Job cuts procedure. Evening Chronicle; Newcastle-upon-Tyne (UK) , p. 15. Retrieved from search.proquest.com/docview/349644...
DeCenzo, D. A., & Stephen, P. R. (2010). Handling a grievance. In S. R. David A DeCenzo, Fundamentals of Human Resource Management (pp. 364-365). United States of America: John Wiley & Sons Inc.
Labour Act, 2048 (1992), Act No. 9, Chapter 2, Se. 12