Hello everyone, I hope my presentation finds all well.

In today’s video we are

going to present our interesting subject, where we are going to discuss about
the grievance and the disciplinary procedures, in the first section, we will talk
about grievance specifically, its academic definition, its types, the steps to take
and finally the difference between the two procedures

Hello everyone, I hope our presentation finds all well. In today’s video we are
going to present our interesting subject, where we are going to discuss about
the grievance and the disciplinary procedures, their academic definitions, their
types, the steps to take in each and finally the difference between those two

A grievance procedure is used to deal with a problem or complaint that an employee raises.

A Gree vens pruh see juh is used to deel with a pro bluhm or kuhmpleint that an uhmployee reizuhz

To begin with, the grievance procedure is described either as a wrong considered as grounds for
complaint, or something believed to cause distress such as inequitable taxation is the chief grievance;
or as a complaint or resentment, as against an unjust or unfair act like to have a grievance against
someone.

To begin with, the Greevens pruh see juh is duhskraibd aithuh as a rong Kuhnsiduhd as grawnd for
kuhmpleint; or something buhleevd to koz dustress such as uhnehkwuhtuhbl taxation is the cheef
Greevens or as kuhmpleint or ruhzentmuhnt; as against an anfeuh act like to have a Greevens
against someone

Then, concerning the types; this kind of procedure is divided on four different types:

Then; concaning the taypes; this kaind of pruhseejuh Is divayded on four difrent tayps :

1st Individual Grievances An individual grievance is a complaint that an action by management has
violated the rights of an individual as set out in the collective agreement or law, or by some unfair
practice. Examples of this type of grievance include: discipline, demotion, classification disputes,
denial of benefits, etc.

Induhvijoouhl grievance: An induhvijoouhl grievance is a kuhmpleint that an action by management

has

2nd Group Grievances A group grievance is a complaint by a group of individuals, for example, a
department or a shift that has been affected the same way and at the same time by an action taken
by management. An example of a group grievance would be where the employer refuses to pay a
shift premium to the employees who work on afternoon shift when the contract entitles them to it.
Clearly, they should grieve the matter as a group rather than proceeding by way of individual
grievances.
3rd Policy Grievance A policy grievance is a complaint by the union that an action of management (or
its failure or refusal to act) is a violation of the agreement that could affect all who are covered by
the agreement. Group grievances are often treated as policy grievances, but strictly speaking, they
should be considered separately. A policy grievance normally relates to the interpretation of the
contract rather than the complaint of an individual.

4th Union Grievance A union grievance may involve a dispute arising directly between the parties to
the collective agreement. For example, the union would grieve on its own behalf if management
failed to deduct union dues as specified by the collective agreement. In these cases, the union
grievance is one in which the union considered its rights to have been violated, and not just the rights
of individuals in the local union.

Dealing with a grievance promptly and fairly is vital for employers aiming to reduce the risk of
employment tribunal claims. This procedure sets out a five-step guide for Human Ressources on how
to conduct a successful grievance procedure.

1. Informal action

If the grievance is relatively minor, the employer should have a discussion with the employee to see
if it can be resolved informally.

In most cases, a quiet word is all that is needed to prevent an issue from escalating.

An employer should keep a paper trail of all stages of the grievance procedure, including any
informal resolution that has been agreed.

2. Investigation

As soon as possible after receiving a grievance, the employer should carry out an investigation. In
many cases, this will be a relatively straightforward fact-finding exercise.

If the grievance involves other members of staff, they should be informed and given an opportunity
to provide their own evidence.

The investigation process will depend on the specific circumstances of the case.

Ultimately, the aim of the investigation is to establish the full facts of the grievance before any
decision is taken.

3. Grievance meeting

After the investigation, the employer should hold a meeting with the employee so that he or she has
an opportunity to explain the complaint.

The employee should be asked how he or she thinks the grievance should be resolved and what
outcome he or she is seeking.

4. Decision

Having considered the evidence, the employer will need to decide whether to uphold or reject the
grievance.
The decision should be communicated to the employee, in writing, as soon as possible.

If the grievance is upheld or partially upheld, the employer should tell the employee what action it
proposes to take and how this will be implemented.

5. Appeal

If the grievance has been rejected or partially rejected, the employer should be prepared for an
appeal.

This should be dealt with by an impartial manager and, where possible, a more senior manager than
the person who dealt with the grievance.

Most appeal hearings will be in the form of a review but can take the form of a rehearing if the initial
stage was procedurally flawed.

Finally, the last point that we will cover in our presentation is the difference between both
procedures; The difference between a disciplinary and grievance procedure is in the issue they are
each addressing. A grievance procedure deals with a complaint, problem or concern from a member
of staff with regard to their workplace. On the other hand, a disciplinary procedure addresses
employee performance. If a member of staff has failed to carry out their job appropriately and have
failed to improve unacceptable behaviour or performance, they can face disciplinary action by their
employer. Put simply a grievance generally comes from an employee aimed at their employer, whilst
a disciplinary comes from a employer aimed at their employee.