Grievance Handling Procedure

The agency-level protest process is started when the contractor delivers the written protest to the contracting officer or other delegated representative. The protest should include the name and contact information of the contractor, the solicitation or contract number, a statement which requests a ruling and provides a detailed description of the reasons for the protest, back-up documentation, and the contractor’s requested relief. Within the statement, the contractor must also provide documentation to show that they qualify as an interested person and that the protest was submitted within the timeframe requested (Nacke & Ralston 2011).

Staff grievance procedures are kept in the office and all staff are shown and asked to read these within their induction. Therefore, it is trusted their complaints can be dealt with as quickly as possible. Service users’ families have the right to complain on their behalf or involve an advocacy group.

It is difficult to say what Pao’s experience would have been had she sought (or been able) to resolve the issue through private channels; Alternative dispute resolution in today’s non-union employment environment takes many different shapes. Despite this

The supervisor / manager should seek agreement to the resolution if possible. If the grievance involves the supervisor / manager the employee must bring to the attention of the next level of management.

This is a problem that could occur between the employee and employer, it is a complaint that they could have against each other for something that either of them has done wrong.

That staff referred to in the grievance are instructed with respect to the substance, advance, and result of the objection by their line administrators.

On 24th October 2012, the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal report had not resolved the matter and therefore reported the grievance formally in writing on the 24th October 2012. Mrs Smith wanted her grievance to be discussed formally and resolved. The grievance report was received and dealt with by

To resolve concerns / complaints as quickly and effectively as possible, through an informal response by a frontline member of

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

As employees, we have rights and responsibilities, during our employment, during some point of our employment, an issue or concern may arise where we feel we have been treated unfairly. In the first instance , we should try to resolve the issue internally, by approaching the Manager, Human Resources etc., if this fails there are external organisations we can

everyday route of management. The only redress was political to appeal to the Minister and they are seeking the intervention of a Member of Parliament or petition Parliament. Those had been and will continue to be beneficial techniques of redress however for numerous motives they are not constantly adequate. The Ombudsman may additionally look into on written complaint or on his very own motion. A Parliamentary Committee may additionally refer a petition to him for file.

Individuals, who feel, that they are being discriminated can, opt for complaining against the organisation in the labour union office.

Given the culture these days of “No Win - No Fee” solicitors, the majority of employers have legal expenses cover that allows them to be guided through all employment issues by professionals who have the expertise in employment law. Owners/managers are advised to use this service for even the smallest employment issue as not following due process can prove costly for employers. In addition, these experts and the advice they give are non-biased and in accordance with current employment legislation.

Many grievances can be resolved without the involvement of third parties by correcting a misunderstanding between the employee and management, or with a simple negotiation between the employee and management. However, the grievance may involve a more difficult issue, or one or more of the parties involved may refuse to settle with a just a simple negotiation between the employee and management. Therefore the grievance form should be filled out in detail. “Grievances are usually written out at the first or second step” (Holley et al, 2008, p.420). The important part of the report is to have the complainant’s name. It should also include when the incident occurred, the chief complaint, and the resolution sought by the employee.

Employers and employees should always seek to resolve disciplinary and grievance issues in the workplace. Where this is not possible employers and employees should consider using an independent third party to help resolve the problem. This person maybe from within the organisation, or use an external mediator should that be deemed more appropriate (ACAS Code of Practice1, Apr 2009)