SOURCED: Scott
Lucas, Getting It Right: Guidelines for People Management, Miles Witt
Partnership (Industrial Relations Manual - Membership subscription continuously
updated)
_______________________________________________________________________
Community
Childcare Inc. provides a system for parents, carers, staff and management
committee members to settle any dispute that relates to the organisation.
Ø To
minimise the negative effects of dispute or conflict
Ø
To
ensure access to a process for resolving any workplace grievance
Ø
To
guarantee the right of the complainant & respondent to a fair hearing
Ø
To
reinforce the responsibilities of the individual, the staff team and the
employer
Ø
To
make every effort to resolve issues and reach a mutually satisfactory agreement
RESPONSIBILITIES
It
is the intention of all parties to accept responsibility for making this system
work. This means that at any level of
disagreement that the parties are reminded to meet
their commitment to this policy and process.
It is the right of the complainant to decide how far to pursue the
grievance.
A
grievance describes a situation when an employee or management committee member
requires formal action to be initiated that relates to
an issue, concern, dispute or problem that happens at or is relevant to the
workplace. A grievance could occur
between any parties within the organisation.
This
policy and the following procedures apply to all parents, carers, staff, and
the Management Committee of Community Childcare Inc.
The
complainant may have access to a support person or advocate involved at any
stage of this process
It
is the responsibility of the participants to maintain the confidentiality of
discussions, documentation, agreements and action plans. In maintaining confidentiality, written
information pertaining to discussions, documentation, agreements and action
plans are only accessible to the parties directly involved at each level of the
process. Any deviation from this
procedure is by consent of the complainants only. Filing of all information must be in a secure
location within the workplace.
Both
parties must agree to facilitation. The
facilitator must be mutually agreed upon and no party
can disqualify a facilitator without good reason.
It
is recommended that the cost of professional
facilitation be covered by the service where the grievance originates.
For
step 1 notification and discussion should take place as quickly as
possible. For steps 2,
and 3 will occur as negotiated between the parties.
These
grievance procedures do not restrict employee’s rights to seeking redress if
the grievance arises as a result of an employee or management committee
person’s action that contravenes other legislation such as Workplace Health and
Safety, Anti Discrimination or Sexual Harassment legislation
PROCEDURE
Step
1
The
first level is an informal discussion between the complainant and the other
person. Those involved take
responsibility for raising and clarifying issu4s with each other. Any involvement of other people at this point
is by mutual agreement. This is no need
to document resolutions at this stage.
If
the complainant is not satisfied with the outcome at this level they may choose
to go to the next level of the Grievance Procedure
Step 2
The
complainant/s chooses to start the formal process and informs their
MANAGER/DIRECTOR, who in turn shall notify the President of the Management
Committee. The parties may request that
this step be facilitated
|
Ø Satisfaction achieved |
|
Ø Manager/Director or President may facilitate discussion and action
between the parties |
|
Ø Document agreement and file securely |
|
Ø Negotiate timeframes for action |
|
Ø Negotiate timeframes to review agreement |
If
satisfaction is not achieved, document the issues and
go to the next step
Step
3
The President of the management Committee will appoint an external mediation service to resolve the matter.