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Two Rivers Newsletter

Spring 2005 Number 16

ISSN 1447 9354

 

Two Rivers is a quarterly newsletter produced by the Aboriginal and Torres Strait Islander Unit of the Office of Industrial Relations to provide Aboriginal and Torres Strait Islander communities with information, stories and updates on happenings within the world of industrial relations.

 

What has happened since the last newsletter?

 

The planned Deniliquin forum had to be cancelled due to a lack of participant interest.

 

Upcoming Forums

Taree – 9 and 10 August 2005

Purfleet Taree Local Aboriginal Land Council

Old Pacific Highway

Purfleet

 

A full list of participating government agencies and program of topics will be available at least two weeks before each forum.

 

Registration for these forums is essential for catering and administrative purposes. It will also enable us to let you know if information forums have to be re-scheduled or cancelled. To register please call Rae Hamilton or Chris Capper on 1300 361 968.

 

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Your Rights at Work

 

Grievance Procedures

What is a Grievance?

A grievance is a formal expression of dissatisfaction about a work situation usually by an individual employee, but it may sometimes be initiated by a group of employees or a union acting on their behalf.

  

What is a grievance procedure?

 

Grievance procedures are formal and agreed procedures that an employer and his or her employees or representatives have agreed to follow to deal with or resolve workplace problems. Grievance procedures may be set out as a provision in an award or agreement, but there may also be an internally developed procedure.

 

Grievance procedures are based on the principle of natural justice and it is recognised as good business sense to have effective grievance procedures.

 

What are the features of a good grievance procedure?

• Complaints must be fully described by the person with the grievance.
• The person(s) should be given the full details of the allegation(s) against them.
• The person(s) against whom the grievance/complaint is made should have the opportunity and be given a reasonable time to put their side of the story before resolution is attempted.
• Proceedings should be conducted honestly, fairly and without bias.
• Proceedings should not be unduly delayed.

^{Source: Curtin University of Technology (www.curtin.edu.au)}

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What is an effective grievance procedure?

An effective grievance procedure should allow the following outcomes:

• A peaceful method of conflict resolution to reduce industrial action and provide greater stability.
• Quick and effective results.
• Improved communications and working relationships.
• Employee participation and consultation in the workplace.
• Increased productivity and efficiency of the organisation.
• Resolution of problems with workplace change programs.
• Better emotional well-being, performance and morale of employees.
• Avoidance of the costs and delays of going to the tribunal.
• Natural justice for employees.

Draft grievance procedure

The procedure can cover both individual and collective grievances.

The aim is to resolve problems that arise as close to the source as possible with graduated steps for further discussions and resolution at higher levels of authority as necessary.

Stages in such a procedure could be:

1. Employee notifies the employer (in writing or otherwise) as to the substance of the grievance, requests a meeting with the management and states the remedy sought.
   Discussion held between employee (and representative) and first line manager.
   If the matter is not resolved
   
   
2. Employee (and representative) confers with senior manager.
   If the matter is not resolved
   
   
3. Joint meeting with employer or more senior management representative

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How should I handle a grievance?

1. Deal with the grievance promptly.
   If it looks like you are avoiding discussing the matter, unnecessary anxieties can occur. Initiate discussion quickly and investigate all the facts. Double check them.
2. Be accessible
   Make sure your employees know how to use the procedures. Encourage complaints! Seeing the grievance procedure working effectively is the best advertisement you can have for resolving workplace grievances.
3. Informality
   Discussions should be held in a non-threatening atmosphere. Verbal is better than written. No-one should receive a printed form letter in response to a problem. Remember, when such a letter is perceived as 'legal', your employee may feel they need 'legal' assistance.
4. Be consistent
   Having policies and procedures in place means that all employees are treated in the same way.
5. Admit errors
   If you have acted incorrectly or inappropriately – say so! Then fix the problem.
6. Closure
   Decide your response/action and give a full explanation. This allows the matter to be finalised.
7. Learn from it
   The resolution of this grievance should give you practical insight in how to deal with this situation (and possibly others) in the future.

Internet Access
Don't forget –  to Check out online:

• Current award pay rates
• Leave entitlements
• Employer responsibilities
• Worker entitlements

Also you can subscribe via e-mail to our free e-mail pay rate update service called Pay Rate Updates, as well as checking your annual leave and long service leave entitlements for free on line

 

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