Employee Relation In The Workplace
Introduction
Employee relation in any workplace relation can either be a nightmare or a pleasant experience for both employee and employee. The strength of good employment relations lies in the management thereof. In order to manage and maintain healthy employee relations, it is essential to identify the facets or components thereof. Based on relevant labour legislation, collective agreements, as well as best practice, employee relations in the workplace, and particularly in the public sector.
Definitions of concepts
Grievance: an official statement of a complaint over something believed to be wrong or unfair. It take place when employee are not treated equally in terms of salary issue, work allocations
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This is for cases that aren't serious and are capable of resolution through a discussion.
Step 2: lodge a written complaint
Advice your employee to lodge a written complaint. You should support your employee at all times. It's a sign of emotional intelligence as a manager to be able to support and encourage grievances and not to take things personally.
Step 3: investigate the grievance
This may either take place in front of both parties (the grievant and the accused) or you can investigate it separately. Once you have investigated the matter, it's important to call both parties in and try and have a discussion around the issue.
Step 4: hold a grievance hearing
Hold a grievance hearing with both parties present. It's important to allow both parties to present their side of the story. Listen carefully to what both parties have to say. Listening carefully will enable you to take the cue as to what will resolve the matter.
Step 5: lodge further grievances with senior management
Your policy should allow for a next step if the grievant isn't satisfied with the response or if you haven't resolved the matter in
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“Normally, the employer should conduct an investigation to determine whether there are grounds for dismissal. This does not need to be a formal inquiry. The employer should notify the employee of the allegations using a form of language that the employee can reasonably understand. The employee should be allowed the opportunity to state a case in response to the allegations. The employee should be entitled to a reasonable time to prepare a response and to the assistance of a trade union representative or a fellow employee. After the inquiry they should communicate the decision taken, and preferably furnish the employee with written notification of that
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