• The Expert Explains

    The Expert Explains

    Question: Valid or not?
    "Your hours of work can be changed, provided you are given 12 hours notice of such change"?

  • See more video clips

    GRIEVANCES AND DISPUTE RESOLUTION

    Contents

    1. MANIFESTATIONS OF CONFLICT
    2. THE NEED FOR A GRIEVANCE PROCEDURE
    2.1. Definition
    2.2. Why a Grievance Procedure ?
    2.3. Group vs. Individual Grievance
    2.4. Causes of grievances
    2.5. Grievances vs. collective bargaining
    2.6. Grievances vs. Discipline
    3. PARTICIPANTS IN THE GRIEVANCE PROCEDURE
    3.1. The Employee(s)
    3.2. The Representative
    3.3. The Supervisor
    3.4. Management
    4. CONDUCTING THE GRIEVANCE HEARING
    4.1. Underlying principles
    4.2. Always lend an ear
    4.3. Consequences of badly handled grievances / no grievance procedure
    4.4. Awareness of employees
    4.5. Time scale
    4.6. Record keeping
    4.7. Do’s and Don’ts of grievance handling

    Downloadable Forms Click here to access these documents in the Forms section

    10A Grievance Notification
    10B Grievance Hearing
    10C Employee Information Document: Grievance Procedure

    Sorry, but this information is available to subscribers only. If you are a subscriber, please log in to access this page. If you would like to subscribe, please Register here or visit Subscriber benefits for more information.

     

    2 Comments

    1. Jan Truter
      Posted 31 July 2013 at 7:54 am | Permalink

      Reply to Shirley: The law is silent on this, but for the sake of transparency there should be no objection to the disciplinary proceedings being recorded.

    2. shirley
      Posted 30 July 2013 at 11:41 pm | Permalink

      Can an employee who is accused od insubordination bring a recorder to the disciplinary hearing to record the whole case as evidence

    Post a Comment

    Your email is never shared. Required fields are marked *

    *
    *

    *