In this video, human resources consultant and trainer Catherine Mattice defines a grievance and the components of a grievance policy for a company. She explains how to take a grievance from an employee, including communication skills during the conversation and the steps that follow, which include conducting an investigation and closing out the investigation.
- Your job as an HR Professional…is to make your employee successful.…And how fun that can be.…But where there are people…there are disagreements and conflict,…and sometimes you will need to take and solve grievances.…Grievances are formal complaints…that can be made by anyone against anyone.…Grievances can be about an individual's actions or conduct,…or against your organization itself…due to policies or working conditions.…At the center of any grievance…are feelings of injustice and dissatisfaction.…Your corporate policy handbook should include…a grievance policy that defines the steps…for making a complaint.…
Your employment law attorney can provide you…with a template policy to use.…Once a grievance is received,…you absolutely must act on it.…Any legal problems arising out of the grievance…will focus on the organization's response to it.…So you must make sure you've done…everything you could to solve the problem.…Your first step then is to take the grievance.…If you receive a grievance via email,…your next move is to request an in-person interview…
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Explain the role of administrative HR.
- Describe how to build trust with employees.
- Summarize how to conduct an HR audit.
- Cite the best practices for personnel files and recordkeeping.
- Identify the important tasks involved in writing a job description.
- Recognize the fundamental components of a high-quality onboarding experience.
- Identify effective and ineffective ways to discipline an employee.
- Cite the key reasons for conducting an exit interview.