Page 50 - DRG HR HANDBOOK- Nikita Pillay

MANAGING

GRIEVANCE

PROCESSES

A s human beings, we are bound to have
at
complaints
and
dissatisfactions
the
workplace. When this happens, it is crucial
that all parties concerned know the proper grievance
procedure steps in order to resolve the issue quickly and
amicably. Unfortunately, there is no stipulated SA law on
grievance handling although there are guidelines.
A grievance is any feeling of dissatisfaction or injustice

which an employee may experience in relation to his
work situation or employment relationship.
The objective of the Grievance Procedure is to enable
employees to have their grievances brought to the
attention of management through a formal channel, and

considered and resolved at the earliest possible stage
and as quickly as possible, and to resolve as fair as
possible under the circumstances.
The Grievance Procedure should not be used to any
matter which is capable of being handled in terms of
the collective bargaining process or any matter which
relates to the product of collective bargaining council
agreement.

Dissatisfaction with disciplinary matters shall also not
be dealt with in terms of the Grievance Procedure and
must be raised through the appeal procedure in the
Disciplinary Code and Procedure.

The lodging of a grievance should not prejudice an
employee’s employment in any way.

An employee may be represented by a fellow employee or
trade union representative at any stage in the Grievance
Procedure.

The Grievance Procedure must be available to all
50 employees.