Grievance Procedure
[Employer name] ("we") adopts this procedure from [Effective date]. It applies to all employees. A grievance is a complaint by an employee about how they are treated at work, such as unfair treatment, working conditions, pay, discrimination or harassment.
1. Our commitments
- Every grievance is treated seriously, fairly and as confidentially as possible.
- No employee is victimised, disciplined or treated worse for raising a grievance in good faith.
- We deal with grievances quickly, and keep the employee informed.
2. Steps
- Step 1: the employee raises the grievance, orally or in writing, with [Step 1: who the employee raises it with], ideally within a reasonable time of the event. The person listens, finds out the facts and responds within five working days.
- Step 2: if the employee is not satisfied, they may refer the grievance in writing to [Step 2: who hears it next], who meets the employee, and replies in writing within ten working days with reasons.
- Step 3: if the grievance is still not resolved, the employee may refer a dispute to the CCMA or the relevant bargaining council if the law allows. The employee may also approach the Department of Employment and Labour for matters such as basic conditions of employment.
3. Representation
An employee may ask a colleague or shop steward to attend meetings with them.
4. Sensitive complaints
For complaints of harassment, discrimination or other sensitive matters, the employee may go straight to [Contact for confidential complaints] instead of following Step 1. We will handle the complaint promptly, fairly and in line with our harassment policy and the law.
5. Records
We keep a record of each grievance, the steps taken, and the outcome. Records are confidential and kept in line with our retention schedule and the Protection of Personal Information Act.