Employee Grievance policy

This is a sample employee grievance policy for a medium size company.

1. Purpose of an employee grievance policy

In the interest of good corporate relations, it is extremely important for employees to feel secure and satisfied with the workplace, the management and colleagues.

All staff should feel free to discuss any problems, complaints or areas of dissatisfaction which arises, either formally or informally.

An open door policy is available to all levels of employees to approach their supervisors or managers.

All employees can bring matters of dissatisfaction directly to the management for immediate discussion and resolution.

The Human Resource Department serves as a guardian of the policy, as well as an objective third party in the settling of dispute.

2. Adopting a formal employee grievance policy

The formal employee grievance policy is adopted to insure prompt action and equitable treatment of employees.

The formal grievance policy and procedure provides an orderly way to handle the complaint of an employee.

It serves to review unresolved problems, document the problems, and ensure that the problems get the attention of top management.

A decision is made in each case, and will be consistent with the policies of the company and practices.

The Human Resource Department will ensure that a genuine sense of objectivity and fairness to all concerned is achieved.

3. The role of the supervisor

The supervisor must not hinder the employees to approach the Human Resource Department and utilize the employee grievance policy and procedure to resolve his unhappiness.

The supervisor has to respect and recognize that all employees have to feel right and respected.

Even if the supervisor feels that he is right, and that the employee has no ground for complaint, he should not hinder the employee.

The role of a supervisor includes resolving negative feelings, and to promote the image of fairness of the company.

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