Glucode Glucode Handbook

Grievance

General

The main purpose of implementing the procedure will be to prevent and resolve conflict in the workplace, to protect the interests of all and to recognise your rights as an employee by being given a fair opportunity to be heard against any measure which you may consider to be unjust.

The grievance procedure is also intended to empower you with the opportunity and procedure to be able to raise issues of dissatisfaction with Glucode.

Rights

You have the right to:

  • be accompanied by an internal representative (i.e. a fellow employee) of your choice at any stage
  • submit a grievance without prejudice, regarding employment conditions, and without fear of victimisation
  • have one representative to assist you whilst in the case of collective grievances

Procedure

If you have a grievance, you should first internally bring your grievance to the notice of your Head of Department, who must address the matter and try to solve it.

If the Head of Department cannot resolve the grievance then you must bring it to the attention of the HR Department.

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A grievance may be lodged directly with the People Department, in instances where the grievance is of a serious nature or if your grievance is against your Head of Department.

A grievance process should not be used as a parallel mechanism to appeal or review complaints or feelings of injustice, which arise out of a disciplinary process.

If you are unhappy about the outcome of a disciplinary process, you may internally appeal in terms of the Internal Appeals Process against such outcome (short of dismissal), and if the appeal is unsuccessful then declare an unfair labour practice dispute directly with the CCMA.


Grievance Process Stages

Stage 1

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All parties may consult with and receive the assistance from the People Department in resolving a grievance.

A formal grievance must be filed within 20 (twenty) days from the date you felt aggrieved or escalated your grievance to your Head of Department. Refer to the Formal Grievance - Stage 1 (Form G1) on BambooHR.

You need to clearly state the description of the grievance and the names of other persons involved in the act, omission or occurrence.

The grievance procedure may be extended by the mutual agreement of the parties.

You may be accompanied by a co- employee if you wish for them to accompany. This is done without prejudice by the employee/s concerned.

During the interview, the Head of Department must:

  • Listen to your grievance in private;
  • Encourage you to express your grievance freely and openly; and
  • Obtain all relevant facts about the grievance (distinguishing facts from opinion).

If the Head of Department cannot resolve the grievance within 10 (ten) workings days, Stage Two becomes effective and you may then refer the grievance to the attention of the People Department within 3 (three) working days.

Stage 2

You may request that the grievance be heard by the People Department who will hold an enquiry into the matter within 5 (five) days of the referral.

The People Department may delegate the authority to the Head of Department, alternatively an independent person to investigate the grievance and to finalise it accordingly.

The outcome of the investigation shall be communicated in writing to all concerned parties within 5 (five) working days of the enquiry.

If the People Department cannot resolve the grievance within 5 (five) days, or if you are still not satisfied with the outcome then Stage Three becomes effective and you may then refer the grievance to the attention of Senior Management or an external party within 3 (three) working days.

Refer to the Formal Grievance - Stage 2 (Form G2) on BambooHR.

Stage 3

You may request that the grievance be heard by the People Department who shall hold an enquiry into the matter within 5 (five) working days of the referral.

The Senior Manager may delegate the authority to an independent person or to an internal Attorney, alternatively an independent person to investigate the grievance if it was involved in Stage Two proceedings and to finalise it accordingly.

The outcome of the investigation shall be communicated in writing to all concerned parties within 5 (five) days of the enquiry.

If the Senior Manager or external party cannot resolve the grievance within 5 (five) days, or if you are still not satisfied with the outcome, you may then refer the grievance.

Should the matter remain unresolved, you may declare an unfair labour practice dispute and refer it directly to the CCMA within 90 (ninety) days of the outcome for further and alternative relief.


Refer to the Formal Grievance - Stage 3 (Form G3) on BambooHR.

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All Grievance forms mentioned above are available on BambooHR under the Files tab.