MODULE 5 GRIEVANCE HANDLING WORKPLACE CONFLICT RESOLUTION UNIT

MODULE 5: GRIEVANCE HANDLING & WORKPLACE CONFLICT RESOLUTION UNIT 1 GRIEVANCE HANDLING PROCEDURE

Introduction ØDiscussion was held on the meaning of both grievance and conflict in our module 1 ØIt was agreed that not all grievance turn out to be conflict ØThis suggest grievance handling ØWhen grievance is handled in a timely manner ØIndividual grievance can also turn to be collective grievance as a result of poor handling Ø Grievance can be from either employee or employer

ter Employee Grievance Handling Procedure Step 1: The employee must make his/her grievance known to his immediate section supervisor. If. Step 2: union steward (if in a unionised organisation) shall present his/her grievance in writing to his line manager, who is expected to decide within four working days. Step 3: In writing to the Human resource manager through the local union committee (if it is in a unionised organisation). The Human resource manager is expected to solve this within 12 working days. Step 4: Inthefaceofnoresolution, thenationalunioncanengagethemanagementontheissue, buttheiroutcomeon the grievance is expected to be made known within seven working days. Step 5: If the grievance still persists, the parties involved in the case can refer the case to the National Joint Industrial Council (NJIC) for settlement. Step 6: Finally, imperative which is a compulsory mechanism through the Ministry of Employment, Labour and Productivity (legal provisions); mediation, board of inquiry, conciliation, arbitration and National Industrial Court (NIC).

Employer Grievance Handling Procedure employer Step 1: The but it could be verbal complaints depending on the relationship and size of the organisation. “…please, kindly react to this within 24 hours”. Step 2: If communicated to on the development, through the human resource manager. Step 3: In management, such employee would be asked to face the disciplinary committee while the local union will be duly informed. Step 4: If committee of human resource specialist while at this level the national union of such employee will be involved. Step 5: If (NJIC). Step 6: The issue will be referred to the 3 rd party (MELP) for appropriate steps (compulsory mechanism).

How to Handle Grievance in Organisation without resulting into Industrial Dispute/Conflict 1. Definition of grievance: Issue and people involved must be properly defined. Is it employee/employer or collective grievance? Or does it have to do with work process or policy? 2. Determine the cause not the symptom: This can be done through proper scanning of the situation. 3. Collect facts: Joint committee can be set up to look into the cause(s) of such grievance/complaints. 4. Get the facts recorded and communicated to the parties involved. 5. Discuss the facts with the view to resolving the complaints and grievance.

Importance of Grievance Procedure 1. It fosters and enhance good an effective employee-employer relations in workplace 2. The procedure enables management to know about employee discontent in important areas and vice versa. 3. It helps workers/management to knows the step(s) to take in case of a grievance. 4. It serve as job security to the employees while the management is assured of increased productivity which is an aid in reducing job security fears in organisation. 5. It is established in an organisation so as to ensure that the right people settle problems at the right level. 6. It helps to limit or, if possible, eliminate any form of disruptive influence in the running of the organisation likely to be caused by lack of machinery for effective settlement of grievances. 7. It will help to ‘kill’ the notion that all employees’ problems must be solved by the personnel department instead of the supervisors and managers concerned.