Employee Relations: Grievance Policy and Dispute Resolution
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Added on 2023/06/10
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This report discusses the Grievance Policy and Dispute Resolution in Employee Relations at Constellations Cafe. It covers the responsibilities of employees and managers, procedure, and outcome. The report also provides recommendations for the organization to address the existing issues.
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Running head: EMPLOYEE RELATIONS Employee Relations Name of the Student Name of the University Author Note
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1EMPLOYEE RELATIONS Grievance Policy: 1. Introduction: 1.1. The Grievance Policy is a written policy in order to ensure that disputes and grievances on the part of the employees can be dealt in accordance to formal complaints. 2. Purpose: 2.1 The Grievance Policy has been formulated for the purpose of enabling employees of the Constellations Cafeto raise complaints in regard to the issues faced by them at workplace; it ensures that the workplace issues and grievances are resolved timely. The policy is consistent with the ACAS guidance on grievance and disciplinary. 3. Policy: 3.1 The policy has been implemented foe the purpose of providing structural framework relying upon which employees of the Constellation Café can raise their dissatisfaction regarding the functioning of the company. 3.2 The policy seeks to ensure that the grievances and the employee disputes are addressed timely and are kept confidential. 4 Responsibilities of the Employees: 4.1. The employees of the Constellation Café are responsible to raise the grievance formally immediately to their line manager as soon as the issue appeared. 4.2. To provide sufficient evidence for their case by making a list of all the incidents those were associated with such grievance. 4.3. To seek the advice and assistance of the trade union whenever necessary.
2EMPLOYEE RELATIONS 5. Responsibilities of the Managers: 5.1. To resolve the issue by emphasizing upon t to the highest degree possible. 5.2. To listen actively to the grievances placed by the employees and evaluate those in the perspective of the employees of the Constellation Cafe and in such process shall recognize that no grievance is trivial on the part of the employee raising it. 5.3. Promoting the benefits of the Employee Assistance Program whenever necessary. 5.4. The policy shall be effectively applied by both Jane and Jim in the workplace wherever appropriate. 6. Procedure: 6.1. The initial steps that needs to be taken: 6.1.1. If any employee raises a grievance, then at the beginning he/she should try to resolve the issue formally. It can be further recommended that the individual against whom the grievance has been developed should be resolved by talking to the concerned person personally. Again if such process seems to be uncomfortable,then the employee should consult his/her line manager or a representative of the trade union whenever necessary. 6.1.2. The representative shall help the employee in resolving such issue as early as possible. 6.1.3. If the aggrieved party is not comfortable to approach the individual directly then the line manager can intervene in between by acting as mediator between the parties. 7. Contracting the concerned person and the procedure and information: 7.1. Firstly, the grievance must be informed to the HR. After hearing the concerned grievance, the HR manager will look forward to the issue and try to resolve it as soon as possible.
3EMPLOYEE RELATIONS 7.2. After obtained relevant information, the manager shall consult with the HR and investigate the facts of the issue and resolve it on time. 8. Outcome: 8.1. If any employee of the Constellation Café does not agree to the outcome, then he/she can present an appeal against the outcome of the grievance however; it must be done within five working hours after receiving the letter.
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4EMPLOYEE RELATIONS Report: Table of Contents Executive Summary:.................................................................................................................5 Introduction:..............................................................................................................................6 Discussion:................................................................................................................................6 Negotiation of new working conditions:..................................................................................6 Obtaining new enterprise agreement:......................................................................................7 Documentation and certification requirements:.....................................................................7 New Collective Agreement:.......................................................................................................8 Corrective actions for non-conformances:..............................................................................8 Conclusion:................................................................................................................................8 Recommendations:...................................................................................................................9
5EMPLOYEE RELATIONS Executive Summary: The purpose of the report is to emphasize upon the underlying industrial disputes. In this regard, the report seeks to apply relevant legislation to the appropriate scenario. The intention of the report is to emphasize upon the negotiation of working hours for the purpose of resolving disputes. The report intends to provide relevant information regarding the implementation and documentation for new collective agreement. Lastly, the report is commissioned to examine the corrective actions for non-conformances with the actions of the agreement.
6EMPLOYEE RELATIONS Introduction: The grievance procedure can be applied by an organization as an effective means of dispute resolution. The grievance procedure has proved to be efficient in addressing the complaints raised by employees, customers and suppliers. The nature of grievance procedure is such that it has been providing a hierarchical structure for the purpose of resolving workplace disputes. In the present report, the dispute is regarding conflicts and grievances among the staffs as a result of increased stress in workplace. Therefore, in order to address the existing issue it is important to emphasize upon the implementation of new enterprise agreement which needs to be negotiated as well. Discussion: The source of the dispute: The dispute is related to employment issues. The issues of the employees of the Constellation Café were not addressed by both Jim and Jane by hiring new staffs and by increasing their wages. Relevant Legislation: The provisions of the Fair Work Act 2009 can be applied to the above scenario. This is due to the reason that, from the beginning, the Fair Work Act 2009 has been governing the rules and regulations related to employees’ disputes.
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7EMPLOYEE RELATIONS Key parties involved in the dispute: The key parties to the dispute are Jane and Jim, the Head Chef and the Cook. Avoiding potential industrial action: If disputes related to workplace are not solved then, it may lead to industrial action. There are various forms of industrial actions such as strike and lock-out. In order to avoid industrial actions it is important to manage relationship with the employees. It is essential to notify the employees of the organization about the potential action and ensure to protect them from any unlawful actions or detriment. It is important to negotiate with the employees and persuade them to not to participate in any industrial action without prior information to the employer. The adoption and maintenance of calm and reasonable is important for the purpose of avoiding serious consequences arising out of industrial actions. It is worthwhile to refer here that, unofficial industrial actions are those which are not recognized by any trade union. Therefore, it is important on the part of the Trade Unions to send a 7 days’ notice prior to the industrialaction.Lastly,mentioncan be maderegardingthefactthat,disputeswiththe employees and the representatives can result into industrial action which can cause potential damage to the parties involved in it. Therefore, effort should be made by the parties to solve workplace disputes in the first place. Seeking additional Expert Advice: In order to seek additional expert advice it is important to depend upon long-term business advisors. These long-term advisors can help in polishing the business to a large extent. Consultants are referred to as short term advisors hired in regard to their tactical expertiseinspecificareasthatcanprovidevaluableassistanceinemployeerecruitment process. Negotiation of new working conditions:
8EMPLOYEE RELATIONS As a way of negotiating working conditions, it is important improve tactics for employee Satisfaction. Therefore, much emphasis can be laid on the recognition of high cost of attrition. It is worthwhile to refer here that, there are existing conflicts in the process of negotiation In order to address these conflicts; the emerging bargaining process is associated with the intervention of conflict management and dispute resolution. In order to negotiate new working conditions it is important to emphasize- Adjust the existing procedures in accordance to the preferences of the employees. If the nature of the decision-making procedure is such that it is disliked by the employees then it needs to be reformed. It is important to promote integrative negotiation. In this regard, the existence of a multi- issue framework has allowed negotiators to make necessary tradeoffs. Obtaining new enterprise agreement: New enterprise agreement can be obtained for the purpose of addressing particular requirements of an organization. Therefore, in this regard, it can be stated that, an enterprise agreement leaves an employee to a better position compared to that of a relevant award. It is noteworthytomentionherethat,enterpriseagreementscanbereferredtoascollective agreements made in an organization between an employer and employee containing the terms and conditions of employment. In this regard, the Fair Work Commission can provide relevant information on the process of formulation and implementation of enterprise agreements. How Jane and Jim will advocate the position of the organization: In order to address the issues of the workers of the organization, Jim and Jane must obtain the enterprise agreement in order to negotiate the terms and conditions of the agreement between the employer and employee. They can rely upon relevant provisions of the Fair Work Commission for the purpose of formulating the enterprise agreement.
9EMPLOYEE RELATIONS Documentation and certification requirements: The Fair Work Act 2009 categorizes the documentation and certification requirements of an enterprise agreement. These can be categorized as- Single-enterprise agreement: It is made between a single employer and employees that has been employed by the organization at the time of making such agreement. The employers have to be authorized by the Fair Work Commission. Multi-enterpriseagreement:Ittakesplacebetweentwoormoreemployersand employees employed in the organization at the time of employment. New Collective Agreement: The collective agreement is an agreement applicable to a specific organization occurring between an employer and an employee. The collective agreement can be made applicable during the process of alternative dispute resolution. Alternative dispute resolution is the process by which the parties in beach can escape litigation as it is time consuming and complex. Therefore, in the present scenario, both Jane and Jim can involve themselves in the process of dispute resolution and resolve the matter accordingly. Corrective actions for non-conformances: Non-conformance can be defined as a departure from an agreed agreement taking place between an approved authority and an individual working in an organization. Non-conformances can be identified with the help of quality management system audit. Conclusion: In the conclusion, it can be stated that for the purpose of addressing the existing issues of the organization Jane and Jim must implement grievance policy of their own in collaboration with the abovementioned measures.
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10EMPLOYEE RELATIONS Recommendations: I.Theorganizationshouldinvolveimplementationprocessesinaccordancetonew collective agreement. II.The new enterprise agreement must be drafted accordingly which shall include the training procedures on the part of both Jim and Jane. III.The organization should adhere to the corrective actions for non-conformances in regard to the agreed actions depicted in the agreement.