a case study of how it works in practice. By following procedure you take emotion, hearsay, personal opinion and bias out of the matter. What is a grievance procedure? This article will set out: the reasons for having a grievances policy; what your policy should include; and. It sets out the procedures your business and employees should follow if they have a grievance … Typically, this is your HR department. Read Acas’s guide to discipline and grievances at work . As an employer it is important to follow a grievance procedure to make sure you have done everything appropriate to deal with the matter. How to Create an Employee Grievance Policy. Supervisor: Normally the management position to which the staff member reports. Why have grievance procedures? Employees feel empowered by knowing there is a process by which their voice can be heard. Organisation must have a grievance procedure, to deal with any problem that arise.This will promote co-operation and communication as well as good relatioship between employer and employee.A grievance procedure is of strategic importance and it must be effective and fair and manager should make staff aware about grievance procedure.That is everybody should be treated in the same way to … An employee or worker should have the right to be accompanied to grievance hearings by a colleague or trade union representative as explained above. The purpose of a grievance policy is to provide an accessible, fair way for people to have their concerns and complaints heard and investigated and, if necessary, any wrongdoing or mistakes corrected without resorting to external authorities such as the courts or third-party mediators. Supervisors or managers benefit by passing unresolved disputes to a higher management level, where they can be properly handled. After raising the grievance you’ll have a meeting to discuss the issue. This is because the nature and form of the grievance has to be accurate and put across your position in the best light. You can appeal if you do not agree with your employer’s decision. This must specify who employees can raise grievances to and cover the steps that follow a grievance being raised. Including your grievance policy in the employee handbook is another important step so your employees know … It is often best to obtain early legal advice if you have a grievance at work. Staff Grievance Contact Officer(s): One or more Human Resources' department staff members, appointed by the Director, Human Resources to provide guidance to the parties, the supervisor and the Vice-Chancellor as to the steps to be followed under this Procedure. Individuals and groups can file grievances. The employee can raise a grievance if: they feel raising it informally has not worked. Grievance policies and procedures are of benefit to both employers and their employees.