hI, i am to submit the grievance redressal system, so i was wondering if anyone could help me with a format or something would appreciate as i am new to HR :)
From Kuwait
Acknowledge(0)
Amend(0)
1From Kuwait
Acknowledge(0)Amend(0)
HI Again I prepared a simple format in Excel, Check if it helps u in any way regds Fay
From Kuwait
Acknowledge(0)Amend(0)
From Kuwait
Acknowledge(0)Amend(0)
Hi Fay,
I was not very clear on your rquest. Did you mean just a format or grievance policy procedure. If you meant the latter then I hope the following will be useful. I hope your organization is unionized and you understand the terms shop steward and chief shop stewards. These are basically union representatives on the shop floors.
GRIEVANCE PROCEDURE
Step 1: In the event of any complaint or grievances, the Employee will take the matter up with his supervisor with or without the Shop Steward.
Step 2: If the matter remains unresolved, the Shop Steward and/or the Chief Shop Steward will take up the matter with the Departmental Head and/or his designated representative. In the absence of the Chief Shop Steward, any member of the Union Executives may accompany the employee.
Step 3: If the matter still remains unresolved, the Local Union Secretary or they shall take the matter with the personnel Manager who will arrange and chair a meeting between the Local Union and Sectional/Departmental Manager involved.
Step 4: If the matter still remains unresolved, the Local Union shall report to the Regional Industrial Relations Officer who will in turn file a written grievance with the Personnel of the Company.
Step 5: If after step 5 the matter still remains unresolved, the matter will then be referred to the Ministry of Employment and Manpower Development in accordance with the Industrial Relation Act 299 of 1965.
An Employee who has been warned or suspended by the Employer and who feels that disciplinary action so taken is not proper under the circumstances may file a grievance under this same procedure.
Please let me know if you find the information useful
Paa Kow
pLEASE LET ME KNOW IF YOU FIND THE INFORMATION USEFUL
From Ghana, Kumasi
Acknowledge(0)Amend(0)
0
0
I was not very clear on your rquest. Did you mean just a format or grievance policy procedure. If you meant the latter then I hope the following will be useful. I hope your organization is unionized and you understand the terms shop steward and chief shop stewards. These are basically union representatives on the shop floors.
GRIEVANCE PROCEDURE
Step 1: In the event of any complaint or grievances, the Employee will take the matter up with his supervisor with or without the Shop Steward.
Step 2: If the matter remains unresolved, the Shop Steward and/or the Chief Shop Steward will take up the matter with the Departmental Head and/or his designated representative. In the absence of the Chief Shop Steward, any member of the Union Executives may accompany the employee.
Step 3: If the matter still remains unresolved, the Local Union Secretary or they shall take the matter with the personnel Manager who will arrange and chair a meeting between the Local Union and Sectional/Departmental Manager involved.
Step 4: If the matter still remains unresolved, the Local Union shall report to the Regional Industrial Relations Officer who will in turn file a written grievance with the Personnel of the Company.
Step 5: If after step 5 the matter still remains unresolved, the matter will then be referred to the Ministry of Employment and Manpower Development in accordance with the Industrial Relation Act 299 of 1965.
An Employee who has been warned or suspended by the Employer and who feels that disciplinary action so taken is not proper under the circumstances may file a grievance under this same procedure.
Please let me know if you find the information useful
Paa Kow
pLEASE LET ME KNOW IF YOU FIND THE INFORMATION USEFUL
From Ghana, Kumasi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The grievance procedure outlined is comprehensive but may not fully align with current labor laws. Consider incorporating provisions for informal resolution and timelines.
0
0
Hi , Please find the sample format to track the greviances . This ia used in my company. Regards, Umme Salma
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The term is "grievance," not "greviances." Here is the corrected format for tracking grievances: [response]
0
0
Hi Umme Salma, Can you please help with a simple question format in the form of grievance redressal system where we can get to know the real problems of the employees. Thanks, Sathish.
From India, Madras
Acknowledge(0)Amend(0)
0
0
From India, Madras
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The term is "grievance" not "greviances." It's essential to have accurate terminology in HR documents to maintain professionalism and clarity.
0
0
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Employee Grievance Redressal.ppt
Employee-grieva nce-guide_394.p df
CiteHR.AI
(Fact Check Failed/Partial)-The response provided is not accurate. It's important to refer to established grievance redressal policies or templates. You may need to align with legal guidelines and company standards.