I shouldn't have said that
Has there ever been a heated argument between you and your employee where your emotions have perhaps got the better of you? Have you looked back and thought ‘that was inappropriate’ I may be in the firing line for a potential personal grievance now? The reality is that these situations do arise, and can often reoccur with the same employee. Issues never just go away. As the employer you need to get wise, and start controlling your response in uncomfortable situations.
Make a time to sit down with the employee to make amends or try to rectify the outburst of inappropriate comments or actions carried out. This will illustrate your good will as an employer and intention to resolve the issue. Ensure that the retraction is recorded and acknowledged by both parties to mitigate any potential future personal grievances that may arise from that particular issue.
A personal grievance (PG) can be raised up to 90 days after a resignation or post a formal and validated dismissal. The percentages are not in the employers favour when it comes to the employment court, and recent cases have shown the human rights court handing out huge awards to employees in landmark cases. Penalties are costly and humiliation fines have increased dramatically.
When dealing with hasty situations, its best to stop, think, and plan strategically for what you are going to say and how you are going to deal with this situation, lack of performance or general / serious misconduct. When situations escalate and need to be addressed in a more formal manner, it is vitally important that these are addressed using a correct process. This means correct advice and notice of meetings, clearly outlined claims, inviting right to have a support person present and outlining potential outcomes, all form part of being procedurally correct. It is also essential that no decisions are made in haste and the employers are seen to be fully investigating and considering of all evidence and explanations provided.
After addressing the actions and the grounds the disciplinary warrants, ensure there is a formalised document trail. It is important that employee knows where they stand, and that you as the employer have allowed for the employee to express their side of the story as well. Acknowledge the outcome clearly, what the plan is going forward and how it will be addressed. Do not lose track of the original problem that caused the situation or the desired outcome.
Personal grievances are becoming far too common and easy to raise. They can have dire consequences not only for the employer but also the company culture. Try to act with your best intentions first, and ensure that good representation of behaviours are carried on down the management line.
I love how specific is the article not just on one side, but to both sides. I experienced this but not on my work environment, but more on personal life. Great! Thursday, October 7, 2021