Unfortunately, for those of you in HR management roles, it goes without saying that you will both experience and in turn need to manage, workplace grievances from time to time. It is the nature of growing workplaces filled with different personalities that there will be times when two or more people just simply don’t get along.

But do you know how to effectively respond to complaints in the workplace? Are you (or your employees) equipped with the right tools to minimise disruption and promote a healthy and safe work environment?

Although it would be nice, there is no “one size fits all” when it comes to investigating and managing complaints in the workplace. Rather, the appropriate response will require you to consider the type of grievance or complaint that has been made and the specific issues at hand.

So what types of workplace grievances might you experience in the workplace?

  • Issues between staff members
  • Complaints about pay rates
  • Poor working conditions
  • Bullying or harassment allegations
  • Excessive workloads

While informal counselling or mediation might resolve personal issues between two staff members that have been causing significant disruption in the workplace,  allegations of bullying or harassment will require you to take a firmer and swifter response.

Regardless of the type of grievance or complaint that falls upon your desk, you as HR managers and/or business owners have a duty to your employees to investigate and respond appropriately. Failing to respond appropriately carries associated legal risks.

HR Assured’s grievance or complaint investigation checklist:

Our HR Assured clients have access to our “Grievance /Complaint Investigation Checklist” – a tool which has been specifically designed to assist you in investigating allegations appropriately, and to help you reduce the risk of a worker escalating their concerns to an external body, i.e. the Fair Work Commission.

HR Assured’s Grievance or Complaint Investigation Checklist gives you the tools you need to:

  • Interview the complainant and clearly identify the nature of the grievance/complaint;
  • Link the investigation to your WHS management processes, if the allegations relate to a health and safety risk;
  • Select an appropriate investigator from within or outside your business;
  • Interview any witnesses and gather necessary evidence;
  • Create an investigation report; and
  • Conduct a disciplinary process with the respondent.

As a HR Assured client you have access to this unique checklist anywhere and anytime through our innovative, cloud-based, Human Resources Information System.

If you would like more information on any of the recommendations contained in this email and what they mean for your business please contact us.