Policy
Employment relationship problems should be:
- Initially avoided wherever possible by early application of positive remedial measures in the form of redirection, retraining, coaching or counselling; failing which effective formal disciplinary action will be taken in an attempt to resolve the areas of concern.
- Dealt with only by those with authority to handle such matters.
- Dealt with promptly, thoroughly and as close to the source of the problem as possible.
- Dealt with in a manner that is and can be seen to be procedurally fair.
The Employment Relations Act provides that any employee may pursue resolution of any employment relationship problem, including a personal grievance. To guide employees in how to resolve any such problem, the Act requires the employer to supply all employees with a plain language explanation of the services available for resolving employment relationship problems.
The mechanism for an employee to raise a personal grievance is via the Employment Relationship Problem Resolution Process or in the case of Harassment, via the Harassment Complaints Procedure.