FUGURE 11.

12 Grievance procedure steps

Outline Grievance Procedure

Grievance procedure is a formal, systematic process that permits employees to complain
about matters that affect them and their work.
In a workplace there may be complaints relating to calculation of wages, working hours,
personality conflicts, or in some cases the need for disciplinary action due to workplace
bullying. In the event that the grievance cannot be resolved at the workplace, it may be
necessary to involve a third party to conciliate on the matter. The conciliation process can be
undertaken by a commissioner or conciliator appointed by Fair Work Australia. The conciliator
will convene a conference where the parties will meet and attempt to resolve the issue. In the
event that the conciliation process fails, the matter may then be referred to arbitration. Fair
Work Australia, acting in its role as an independent tribunal, will arrange an arbitration
hearing which is conducted like a court case
Forms of industrial Action

Decentralised Approach to employee relations

Decentralised system (of employee relation), where employers and employees at each
workplace determine their pay and working conditions and work through their differences
without outside interference.
Employers and employees at each workplace work through their differences without outside
interference. Hours and conditions became more flexible and could be tailored to suit
individuals

What does good employee relations require of management?

Managers should aim to create productive relationships with employees that result in
improved productivity. To create optimal workplace relations:
o Commitment of both management and employees to the achievement of organisational
objectives creates a sense of common purpose and teamwork.
o Allowing employees to feel their contribution is valued and part of the decision-making
o Treating employees and their complaints seriously
o Effective communication skills and method will alleviate and avert many industrial
disputes.
o Provision of fair pay and working conditions and recognition of employee achievement
and effort creates a positive workplace atmosphere.
Assessment of workplace relations
Workplace relations audits are performed to measure the state of health of workplace
relations in a specified workplace.
Indicators are:
o Levels of employee participation in decision making.
o degree of consultation in a workplace demonstrates worker empowerment levels
o Values within an organisation indicate the attitude of employers and employees
towards each other.
o Productivity levels demonstrate employee motivation and satisfaction
The ideal HR workplace relations manager would therefore possess excellent:
o communication and listening skills these are vital, as most disputes can be solved
with effective communication
o negotiation skills
o people skills

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team building
planning and leadership skills
understanding and knowledge of workplace relations laws and how they apply
problem-solving skills
decision-making skills.