Definition
Have
you ever worked for an employer who you believed did not meet the terms of your
employment contract? Perhaps you were not fully compensated for your work or
you experienced unsafe work conditions. In this situation you may wish to file
a formal complaint against your employer. This is known as an employee
grievance. Whether the grievance is valid or not, it can have a negative
effect on employee morale, productivity, and retention. Organizations must
therefore have policies and procedures in place to address employee grievances.
This is an important human resource management function.
Types of Grievances
Let's
first look at some of the most common types of employee and workplace
grievances. Keep in mind that a grievance can be real or imaginary, and employees
file grievances for a range of issues that can be minor or major.
Pay
and Benefits: This is
the most common area of employee complaints and grievances. These grievances
may involve the amount and qualifications for pay increases, pay equity for
comparable work within the organization, and the cost and coverage of benefit
programs.
Workloads: Heavy workloads are a common
employee and workplace grievance. If you work for a company that is going
through lean times, you may have been asked to take on more work without a pay
increase. Perhaps your employer decides not to fill a vacant position and
instead assigns additional work to you and your colleagues. Such situations
lead to employee frustration and dissatisfaction.
Overworked employees become unhappy and unproductive. |
Work
Conditions: A safe
and clean work environment is crucial to employee satisfaction and motivation.
Extensive state and federal regulations protect worker health and safety.
Employees who believe a company is not following applicable regulations and
guidelines may decide to file a grievance.
Union
and Management Relations:
When unions represent employees, both the union and management must avoid unfair
labor practices. These illegal acts involve threatening or coercive
behavior by either party designed to obtain an employee's loyalty or
cooperation. The National Labor Relations Act specifies unlawful
activities for employers and unions. For example, employers cannot threaten
employees with termination if they vote for a union. Employees may file
grievances when they experience unfair labor practices.
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