The ideal workplace is a healthy and productive environment. Employees and employers must have mutual respect and know their boundaries. However, the healthy climate comes from an effective grievance management procedure.
Why is grievance handling necessary?
Employees can feel dissatisfied or troubled by numerous reasons, including workplace harassment, favouritism, unexplained wage cuts, etc.
A formal and safe environment is where employees can raise their concerns. Grievance management helps organizations design their policies and build a rationale for actions.
Negative feelings and case escalations reflect poorly on the organization’s reputation. People will only feel attracted and attached to a safe and accepting company.
Grievance management helps narrow down the weaknesses and address any unlawful acts or unacceptable practices.
What can employees do?
Here are some courses of actions anyone can take when they feel victimized at the workplace. –
- Raise grievances and request assistance through the company’s grievance-handling cell. Check with company policies and guidelines for the procedure.
- Take the matter to upper management.
- Seek assistance from union members.
- Approach counselling centres for support. You can file a report to the TADM for mediation sessions.
You could file a police report against the company or any individual if you were physically harmed.
The same applies to undertaking any work where prior information of any injury chances was available.
What can employers do?
Employers need to promote transparency and resolution strategies in the workplace.
Employees deserve respect.
The work environment should be fair and hold everyone accountable for their actions.
Grievance management is possible only through open communication. The handling procedures should be simple, and employees must have access to them.
Mediation can be useful in resolving disputes amicably. Company policies should be structured with the employee’s safety and well-being in mind.
What are the standard grievances in the workplace?
Salary related disputes:
Employees are entitled to their salaries and wages as agreed in the initial contract.
Moreover, the employer cannot delay their payments after a pre-estimated due. Compensation should be entirely service-based, with no discrimination or prejudice.
Wrongful dismissals:
Employees cannot be laid off without prior notice and reason. Supporting documents should accompany the release.
Workplace harassment:
Women and men both should have their boundaries respected. Strict action and resolution should accompany any act violating their dignity or safety.
Your call of action If not resolved on time, workplace grievances can lower the morale of employees as well as employers, create inefficiency and increase absenteeism. It is advisable to discuss workplace issues with an expert. For more information about grievance resolution, you can fill-up the form on our website.
