Labour Relations: Individual Grievance Management Advice Report

This report addresses a scenario where a Human Resource Advisor in a unionized workplace assists a manager who has received their first employee grievance following a termination for willful misconduct. The report details the type of grievance, which involves bullying, and outlines the responsibilities of both the manager and the HR advisor in handling the situation. The manager's responsibilities include communication, private discussions with involved parties, and investigation to understand the root cause of the conflict. The HR advisor's role involves reviewing the complaint, providing advice to the manager, ensuring policy consistency, and offering support in decision-making. The report provides step-by-step guidance on the grievance procedure, including listening to both sides, gathering information, and documenting the process. The HR advisor recommends that the manager consult with the team lead and colleagues to gather additional insights. The report concludes by emphasizing the importance of strict actions to prevent future misconduct and promote a healthy work environment, underscoring the HR manager's critical role in conflict resolution and maintaining positive employee relations.

Running head: LABOUR RELATIONS
Labour Relations
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Introduction................................................................................................................................2
Event that lead to grievance.......................................................................................................2
Type of grievance.......................................................................................................................2
Responsibility of Manager.........................................................................................................3
Responsibility of HR..................................................................................................................4
Advice to the manager...............................................................................................................4
Conclusion..................................................................................................................................5
Reference list..............................................................................................................................6

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Introduction
Human resource Management is an approach that is being taken up by an organisation
to ensure development of employees as well as bring in necessary changes that will help in
the growth of the organisation. According to Babbitt and Brown (2018), human resource
management also looks into the grievances. They ensure that there is healthy walking
environment and every employee is being treated well that will help in the development of
the relationship between the employees and Management (Balamurugan and
Shenbagapandian 2016). The people help to understand the responsibilities and roles of HR
manager in handling grievances on behalf of managers. From the paper it will be also evident
the ways h r manager provide advisors to the manager of the organisation to handle
grievances.
Event that lead to grievance
The organisation has developed view policies where in it has been mentioned that no
violence within the premises of the organisation will be tolerated. On 5th of March due to
various personal issues there was a great conflict between two of the employees of the
organisation. This resulted in sever fighting among the employees. According to Singhal,
Ojha and Madhav (2017), any sort of violent activities can lead to termination of the
employees. The action took place within the organisation and in front of all the employees of
the organisation. This resulted in ok use among the employees. Other employees got involved
in between them to come them down and sort out the issue. However, such a behaviour from
tenure employees was not expected. Severe actions were being taken immediately. They were
being summoned by the manager and terminated on the ground of miss behaviour within the
organisation.

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Type of grievance
Various types of grievances such as pay and benefit bullying or work load. The
manager has received the grievance based on bullying that he was being facing since a long
time. The grievance was been received by the manager from one of the employees of the two
who were being terminated. The employee clearly explained that the prime reason that lead to
fighting among them was bullying of the first person over him. He was being bullet by the
other employee continuously from last few months due to some personal reasons (Singh and
Singh 2018). Unable to control his anger lead to sudden outbreak of anger that resulted in
fighting. Hence, he has send the grievance to the manager to look into it once again.
Responsibility of Manager
The manager please a great role in handling conflict in workplace. Communication is
one of the most important factor that will help in resolving conflict in an organisation. The
role of the manager is to talk to the participants who have been found guilty and understand
their issues. The issues must be discussed privately with each other separately (Siddiqui
2019). The manager must also talk to other employees about the issue and try to find the
prime reason of the issue. As the issue is based on bullying, it is the responsibility of the
manager to talk to other employees and get to know what has exactly happened between them
before the conflict. The manager should listen to both of their issues precisely and understand
why such situation took place. It is the responsibility of the manager to make each other
know about their stories and cross check what exactly happened. This will provide a clarity,
which will make it easier for the manager to take a strong decision. With verification of the
stories, they will be accuracy among the employees and the manager this will help in in
resolving the situation as early as possible. It is also necessary to ask for a solution from the
people who wear in what in the fight (Bentley et al. 2017). Help to understand the objectives

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that lead to you such a condition. The final step is to print out the stories of both the side, help
them sign, and send the document to the HR that will help to keep a record for future.
Responsibility of HR
Along with the manager, the intern must also ensure that they look into the matter
precisely and provide advice to the manager that will help in making the right decision for
termination or any action taken for the employees. It is the responsibility of the HR manager
to look into the complaint that has been registered by the employee (Saundry and Kinsey
2019). Understanding the reason of complaint and responding to the complaint is the
responsibility of the human resource management of the organisation. It is the duty of the HR
manager to ensure that right decisions is taken for the unfair treatment or unfavourable
working condition. The HR mast emphasizes clarity and consistency in the policy and
procedures. The HR mast understand the reason behind such a misconduct in the organisation
and based on the policies of the organisation decision must be made (O'Sullivan 2017). Along
with the manager, the HR should also take initiatives to talk to the employees and understand
the reasons. Listening to the issues from both the side and gathering information from the
employees will help the HR to provide right decision to the manager. The age of should also
look into the different circumstances that led to the conflict.
Advice to the manager
After listening to the employee’s grievance, according to Miller (2020), the HR the
manager must take few initiatives to talk to the team leader in the team that the conflict arose
(Obiekwe and Eke 2019). This will give a clarity about relationship of the employees in the
workplace. The human resource advisor must also advise the manager to talk to their
colleagues who knows them better and understand the prime reason of such a conflict. The
HR manager advisors the manager to listen to both of their issues and make them understand

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the seriousness of the moment. In addition, conclude the meeting telling them that the
manager for the person who is guilty will take immediate action.
Respected Sir,
The conflict that has been taken place in the past day was not expected. The issues that has
been identified after a meeting with both the employees is that the 1st person namely Jake has
been bullying the second person namely, Robert since a long time as Jake had got a personal
information of Robert and was blackmailing him to disclose in the workplace. Disclosure of
the information may hamper the reputation of Robert. Hence, the last day wherein the
violence took place; according to Robert Jake was continuously poking him that resulted to a
fight.
It is an advice to discuss the issues with the team lead and gather information from other
employees sitting in their cubical that will help in coming up with better justification for them
and the right person will be punished for the act that has been performed by them. This is a
very crucial situation. As nothing, such has happened in the organisation earlier it is
necessary that strict actions must be taken by the management that will prevent others before
performing any such situation.
Thank You
Human Resource Advisor
Conclusion
Hence, it can be concluded that the HR manager plays a major role in handling
conflicts in an organisation and ensures that there is a friendly relationship among employees

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in the organisation. Looking into the safety and security of the work place is the
responsibility of the HRM of the organisation.

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Reference list
Babbitt, L. and Brown, D.K., 2018. Information, Organizational Norms and Salience in the
Use of Workplace Grievance Procedures: A Bangladesh Field Experiment. Organizational
Norms and Salience in the Use of Workplace Grievance Procedures: A Bangladesh Field
Experiment (May 17, 2018).
Balamurugan, G. and Shenbagapandian, V., 2016. A Study on Grievance Handling Measures
a Theoretical Perspective. International Journal of Management and Commerce Innovations,
14(2), pp.142-156.
Catley, B., Blackwood, K., Forsyth, D., Tappin, D. and Bentley, T., 2017. Workplace
bullying complaints: lessons for “good HR practice”. Personnel Review.
Miller, J., 2020. Speak up, we can't hear you: Grievance resolution practices in small firms.
Obiekwe, O. and Eke, N.U., 2019. Impact of Employee Grievance Management on
Organizational Performance. International Journal of Economics and Business Management,
5(1), pp.1-10.
O'Sullivan, M., 2017. The Structural Causes of Workplace Conflict: Understanding the
Implications for the Mediation of Workplace Disputes. Bond L. Rev., 29, p.87.
Saundry, R. and Kinsey, S., 2019. Managing workplace conflict.
Siddiqui, T., 2019. Workplace: Through the lens of women. The Social ION, 8(1), pp.37-52.
Singh, L.B. and Singh, A., 2018. Workplace discipline for an employee’s resilience at Indian
bank. Emerald Emerging Markets Case Studies.
Singhal, T., Ojha, A. and Madhav, N.S., 2017. Effective and impressive approaches for
grievance handling in pharma sector. Innovat International Journal Of Medical &
Pharmaceutical Sciences, 2(1).