On 24th October 2012, the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal report had not resolved the matter and therefore reported the grievance formally in writing on the 24th October 2012. Mrs Smith wanted her grievance to be discussed formally and resolved. The grievance report was received and dealt with by arranging a grievance meeting between all employees involved. Staff that attended the meeting was the following: Mrs Smith (employee)
Mr Hamilton (employee)
Ms Tool (manager)
Ms Stevenson (HR advisor)
During the meeting all evidence was collected and discussed between all present employees with the outcome of the grievance being that the employee, Mr Hamilton was to receive a level one disciplinary of a formal written warning. This outcome was verbally agreed and confirmed by all staff, then confirmation in writing was sent to all present employees. 2.0 PROCEDURE
In order to obtain all relevant information and facts the following procedures were followed. 2.1An informal report was made to working manager.
A formal letter of grievance was sent to relevant employees. 2.3A grievance hearing was arranged and attended by all employees involved. 2.4A decision was made and confirmed in writing to all employees involved. The outcome of this grievance was discussed with all staff members present and a verbal decision was made. This decision was then written formally and sent to relevant employees. The effective communication used in this grievance all have advantages and disadvantages, therefore the verbal decision was also backed up by a formal written decision.
The Essay on Employee Grievances
1. Introduction Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his job and its nature, about the management policies and procedures. It must be expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they are not resolved. Also they will ...
Verbal communication has advantages as the problem can be discussed fully between staff members in a timely matter. However this type of communication also has its disadvantages as there is no physical proof on what has been discussed. Written communication also has both advantages and disadvantages. The advantages being that everything is written down therefore can be looked over for future reference. However if the recipient of the written communication does not agree with what has been wrote it can become time consuming. Email is also an effective communication as it can be accessed immediately and is written down for future reference. However this type of communication is relying on technology which can be disrupted or unavailable at times and could cause delays. “Effective communication is a two way information sharing process which involves one party sending a message that is easily understood by the receiving party” www.buisnessdictionary.com/definition/effective-communication.html
FINDINGS
Whilst in the meeting Mrs Smith explained what had happened between herself and Mr Hamilton on the 10th October 2012 and why she verbally reported this matter to her manager, Mrs Smith then continued her grievance in writing. Mr Hamilton confirmed that the grievance was correct, however did not intend to upset Mrs Smith but understands why this has affected her. Mr Hamilton confirms that he received a verbal warning from Ms Tool on the 10th October 2012 for age discrimination against Mrs Smith. Mr Hamilton reassured all staff present that he understood his actions were wrong and would not happen again. Ms Tool confirmed that Ms Smith verbally reported the grievance to her on the 10th October 2012 and dealt with the matter a way she thought was appropriate. Ms Tool explained how she had verbally warned Mr Hamilton after the grievance that was reported to her. Ms Stevenson, the HR Advisor, attended the meeting with the grievance letter that was received by Mrs Smith as evidence of the grievance reaching the formal procedure. The grievance was discussed by all employees and the outcome was for Mr Hamilton to receive a formal disciplinary of a written warning. This outcome was verbally confirmed to all employees, followed by written confirmation. The disciplinary was to be completed at a later date.
The Research paper on Lack Of Communication Employee Account Problem
Case Study 1: Lack of Communication The problem we identified is a lack of communication regarding changes in responsibilities within associate positions in turn effecting customer responses. Changes are not communicated to the people who are affected most by the changes. How we identified the problem: When an employee goes to a designated employee who is in charge of a certain account, the ...
Conclusion
The formal grievance was received and dealt with time effectively. All employees involved discussed the grievance in detail and accepted the importance of this grievance. The outcome was to be a disciplinary against Mr Hamilton; this was confirmed verbally and in writing. The impact of the findings within the grievance meeting has enhanced employees’ knowledge on the importance of age discrimination and the grievance procedure. Ms Tool; the manager gained knowledge and experience on the correct way to handle a serious complaint made between employees.
5.0 RECOMMENDATIONS
As a result of the grievance, the HR Leader recommends the following: 5.1Ensure all managers are up to date on all procedures. This may reduce the amount of grievances filed within the organisation as the problem will be dealt with at the first stage of complaint. 5.2Ensure all managers are aware of the age discrimination act. This will ensure all managers are aware of the discrimination act, therefore will deal with these complaints correctly. 5.3All verbal warnings to be reported and filed correctly. This will help keep employees records up to date and on file if needed for future reference. 5.4Ensure all employees are aware of the organisations policies and procedures. This will ensure employees are aware of the organisations standards towards other members of staff and allow them to know the correct guideline of the organisations procedures. All the above will be put into place by the HR and training departments to familiarise staff on the recommended subjects.
