A grievance procedure is a formal process for employees to raise concerns or complaints about workplace issues, such as unfair treatment, policy violations, or working conditions. The primary aspect of a grievance procedure is to protect the employee by providing a structured, fair mechanism to address their concerns, ensuring they are heard and treated equitably, often with legal protections against retaliation. This aligns with the aPHRi focus on employee relations, which emphasizes maintaining a fair and transparent workplace.
Option A (Leads to a positive resolution for the employee): While the goal of a grievance procedure is to resolve issues, a positive outcome for the employee is not guaranteed. The resolution may favor the employer or be neutral, depending on the facts.
Option B (Initiated by the employer): Grievance procedures are typically initiated by the employee, not the employer, as they are designed to address employee concerns.
Option C (Protection of the employer): While a grievance procedure may indirectly protect the employer by resolving issues before they escalate (e.g., into lawsuits), its primary purpose is to safeguard the employee’s rights.
[Reference: aPHRi knowledge domain – Employee Relations: Grievance procedures and their role in protecting employee rights.===========, , ]
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