In the grievance procedure, issues on pensions of government employees, insurance, retirement, or any other matter wherein the authority to act lies not with the employer cannot be addressed.
A complaint must be filed with the Office of the President in a period of fifteen days of the event of complaint, or the employee educated of the complaint case. If not filed within the time limits are set by law, the complaint could be dismissed.
A hearing is a registered method in which plaintiff is entitled to a fair hearing and present evidence. Management is represented by one member of the office of Attorney General. Established evidence rules do not apply, but both parties may present records and test and cross-examine witnesses.
Retaliation is specifically prohibited by the statute of complaints and any person participating in this activity will be subject to disciplinary action for insubordination.
Individual complaints regarding the same issue can be make firm at the request of the parties, or by the hearing officer.
This process begins with the worker presenting a problem to the supervisor after the offense happened. The supervisor will then have some time to either reply or send the grievance to higher authorities. By this time, a union rep will intercede on behalf of the employee and start negotiations. If the issue is no resolved then the grievance will be sent to even higher authorities. The company will be obligated to resolve the grievance when management fails to do so. If the situation hasnt been resolved yet, then the final step to take is for the parties to present it to the assigned arbitrator. The arbitrator generally makes the final decision and its based on the rights of parties under labor agreement. The grievance can also be presented to a mediator who may be able to assist the parties in solving their differences. Mediation generally takes less time and its less costly than arbitration.
Implementing a more formal grievance procedure can help disputes at wok to be handled in a timelier manner. A written grievance, for example, can help as long as it has some basic elements such as a requirement that it be used by employees in timely fashion, a statement about how to submit the complaints and to whom, show who will evaluate the complaints and make the final decision, and a statement condemning retaliation against employees involved in the complaint.
Learning the facts about everything that happened is crucial. Some questions you should think about and answer when investigating a grievance are: Who is involved in the grievance? What exactly was done or said? When and where did everything happen? Why it happened and whats the main cause it happened?