Organisational Disciplinary and Grievance Procedures

Subject: Company Structure
Pages: 3
Words: 648
Reading time:
3 min

Disciplinary and grievance procedures have a vital impact on the quality of interactions and organizational structure of the company. Overall, they supply the firm with a set of rules to be followed, and their existence assists in minimizing the presence of various conflicts. In this case, it could be said that they tend to provide a framework, which helps decrease the tensions between employees and employers when the rights or freedoms of any of these groups are dismissed or ignored.

In my organization, the procedures tend to follow general concepts defined in the legislation. In the first place, the employee has to give a written complaint about the situation of grievance. At the same time, I was a part of a management team that can file a complaint when the employee does not meet the expectations and obligations described in the contract. This phase is followed by the hearings to understand the details of the situation and determine whether the complaint is relevant. The subsequent step implies that the employee or employer can appeal when it is expected that the final decision might be biased or they are not satisfied with the outcome of the situation.

In this case, the contribution of the manager cannot be underestimated, as he/she has a critical impact on the communication and implementation of disciplinary and grievance procedures. In the first place, as a manager of a company have to ensure that my subordinates are aware of the current procedures and are able to follow them in accordance with laws. In turn, a leader of the firm has to detect when the conflict is arising and try to diminish its consequences. Simultaneously, as a manager, I am also responsible for documenting the information, getting legal advice in case of complications, and monitoring the situation from the beginning.

Alternatively, one cannot underestimate that suggestions and recommendations can be proposed to enhance the present procedures and improve the overall quality of decision-making based on the experience acquired in the past. Nonetheless, to comply with the responsibilities mentioned above, a manager has to have a set of particular skills and competencies to deal with similar issues. In this case, a leader has to have a clear understanding of the disciplinary and grievance procedures, be flexible, friendly, communicative, responsible, and have critical thinking and analytical skills.

Based on the aspects highlighted above, it is vital to understand the concepts of legislation, which support the implementation of disciplinary and grievance procedures. Commonly, the overall process involves several stages. During the first phase, the employee, who experiences grievance, develops a written statement. According to the general law principles, the subsequent phases are conducting a meeting or a possible appeal. In this case, meeting with the employees is essential, and their right to participate is protected by the current legislation. In this case, the primary goal of this meeting is to gain an exact image of the situation and determine the participants and actions taken. At the same time, this meeting attempts to find a resolution to the issue and agreement.

Alternatively, an employee can always make an appeal in case he/she is not satisfied with the outcomes of this situation. Giving this opportunity underlines the fact that the employees’ rights and freedoms are protected by law and are respected in my company. As a manager of the firm, I tend to control that any disciplinary or grievance procedures are performed in accordance with the present legislation. As was mentioned earlier, my organization uses similar concepts depicted above and entirely complies with the steps highlighted in current law. Following the described sequence of steps not only helps resolve the issues associated with grievance and discipline while complying with legislation but also attempts to enhance the procedures and their outcomes.