The grievance policy of the Safety Traffic Co. presents how staff members can register a complaint in a constructive manner. The organization promotes all the employees to present their complaints without any fear and assures that all the complaints will be taken into consideration without any biases.
The policy covers all the staff members comprising the internal as well as externally hired staff, trainees, interns whether working full-time or part-time.
All the staff members must try to raise the complaint as early as possible, initially, an informal complaint will also be considered.
Supervisors must try to solve and provide adequate redressal to the complaint before it becomes a formal grievance
Staff members without any fear of judgment should highlight the concern he/she is facing in the workplace.
Staff members: The staff members include all the employees of the organization whether they were hired internally or externally, along with it include trainees and interns. The staff members include employees whether they are full-time or part-time with the organization.
Complaint: The term complaint is associated with all the issues that are related to the working conditions, performances and policies, procedures, and other associated activities.
Grievance: Grievance pertains to all the severe issues related to the workplace and tends to distort the performance of the staff members including workplace harassment, health and safety issues, the behavior of senior management as well as sudden changes in employment conditions.
Health and Safety Policy: According to the Work Health and Safety policies of the government, the management is responsible for administering the risk to the health and safety of people who works for the organization, the consumers and visitors as well as the suppliers (Business.gov.au, 2020)
Fair wages: According to the Fair Work OMBUDSMAN policy of the Australian Government, employers must pay the right pay to the workers for their time spent in training, working in different trial shifts, team meeting as well as closing and opening the business. The employers must practice fair pay for all the work done by the employees (Australian Government, n.d.a). Employers must ensure equal pay and no discrimination on the basis of gender is permissible (Australian Government, n.d.b).
Bullying and Harassment Policy: Harassment, bullying or discrimination based on race, sex, gender, religion, disability, age in workplace is not permitted under the federal law under any circumstance (Australian Government, n.d.c).
It is our policy to provide a platform to all the employees so that they can bring inro attention to the issues and concerns related to their working environment. Consequently, the actions can be taken and the grievances of the employees are taken care of. Through this way, we can provide a supporting and engaging working environment for all our staff members.
Procedure for staff and managers
All the staff members are supported to bring forward their issues pertaining to the workplace matters and must seek redressal as per the policies of the organization.
The first step would be to discuss it informally with the supervisor as soon as the problem arises. The supervisor must consider the matter seriously and with full confidentiality address the complaint with 3 working days.
In case the issue is not resolved, the employee who had faced the issue must take the matter to the Assistant Vice President of the Human resources department. Human resources will take action by taking a neutral position. Moreover, if the issue is related to the supervisor's conduct, then the employee can directly take the matter to the Human Resource Department
The human resource department will ask the employees to file the complaint in the written format that has all the details about the incidents and the complaint, the evidence if any. The Assistant Vice President would discuss with the employee to make sure that the matter is understood by them clearly. The next step would be to arrange a formal meeting between the parties concerned.
After listening to the concerns of both parties, the matter should be investigated and the result is presented to the employee who had filed the grievance. Within 7-10 working days, the Assistant Vice President provides the recommended resolution to the grievance to both the parties in a written format.
Assistant Vice President would take actions to assure that the decision taken by them are complied with. If there are any further appeals by either of the party involved then the Assistant Vice President will collect more information and further investigate the matter. The appeal must come within 7 working days after the resolution has been recommended. However, if there is no appeal within this time frame then the grievance is considered resolved and terms will be recorded and signed by both the concerned parties.
Title: Assistant Vice President
Australian Government. (n.d.a ). Pay. Retrieved from https://www.fairwork.gov.au/pay
Australian Government. (n.d.b ). Gender pay equity. Retrieved from https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/gender-pay-equity
Australian Government. (n.d.c ).Bullying & harassment. Retrieved from https://www.fairwork.gov.au/employee-entitlements/bullying-and-harassment#:~:text=The%20Australian%20Human%20Rights%20Commission%20accepts%20complaints%20of%20workplace%20bullying,or%20disability%20under%20federal%20laws.
Business.gov.au (2020). Work health and safety. Retrieved from https://www.business.gov.au/risk-management/health-and-safety/work-health-and-safety#:~:text=Under%20Australian%20WHS%20laws%20your,maintain%20safe%20machinery%20and%20structures
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