Code of Conduct

Grievance Policy & Procedure

Purpose and Scope

The purpose of Grievance Procedure is to assist in resolving workplace issues/problems as they develop. Designco recognize that workplace challenges may arise from time to time and have found that the best way of maintaining job satisfaction and good working relationship, is to follow a procedure for solving problems and grievances.

The procedure aims to provide all employees with a number of avenues to have their grievances heard and resolved.

Objectives

Designco is committed to providing a fair, safe and productive work environment where grievances are dealt with sensitively and expeditiously.

What is a grievance?

A grievance is any type of problem, concern or complaint related to work or the work environment. For example, you could have a grievance about:

(i). transfer or promotion

(ii). staff development or training availability

(iii). rosters or hours of work

(iv). wage or salary levels

(v). wage or salary levels

(vi). wage or salary levels

(vii). wage or salary levels

(viii). wage or salary levels

(iX). wage or salary levels

(x). wage or salary levels

(xi). A grievance may be about any act, omission, situation or decision that you think is unfair, discriminatory or unjustified. Designco policies regarding Equal Employment Opportunity, Bullying and our Harassment and Discriminatory outline the types of behaviour that are and are not acceptable within our workplace.

(xii). Designco policies regarding Equal Employment Opportunity, Bullying and our Harassment and Discriminatory outline the types of behaviour that are and are not acceptable within our workplace.

Responsibility

The following people have a responsibility in relation to this procedure:

(i). General Manager

(ii). anager Human Resources

(iii). Committees

(iv). Head of Departments

(v). Designco Staff

Procedure

The following procedure sets out the way in which we will handle a complaint. Please use it if you need to. Do not let people get away with harassment and unfair behaviour.

1. Our Grievance Procedure is:

CONFIDENTIAL-Only the people directly involved in the grievance, or in sorting it out, can have access to information about the grievance. Information goes on an employee’s personnel file only if they are disciplined as part of sorting out the grievance.

IMPARTIAL - All sides get a chance to tell their side of the story. No-one makes any assumptions or takes any action until all relevant information has been collected and considered. All sides have access to support or representation if they want or need it.

FREE OF REPERCUSSIONS OR VICTIMISATION - Management takes necessary steps to make sure that people involved in a grievance are not victimised by anyone for coming forward with the grievance or for helping to sort it out. Any victimisation will lead to disciplinary action. However, if the grievance procedure is used by an employee to lie about someone, the employee too can be disciplined. Of course, if we decide that we need to take disciplinary action against someone for breaching any of our policies or standards, then we will do so. However, we will do this fairly and consistently.

SENSITIVE - The people who help sort out grievances have been specially trained to treat all grievances sensitively. You won’t be laughed at or treated badly for making a grievance, or for explaining your side of the story.

TIMELY - Management aims to deal with all grievances as quickly as possible. There are time limits for the different stages. The aim is to sort out all grievances within four weeks if at all possible. Most grievances can be sorted out even faster than this.

2. Lodging a Grievance

The Grievance Process is a formal and agreed practice that the Factory’s employees may follow in order to resolve workplace problems. This is done by completing the Grievance Notification Form. The Grievance Process is based on the principles of natural justice and aims to resolve problems that arise as close to the source as possible with graduated steps for further discussions and resolution at higher levels of authority, as necessary. Stages in the process are set out in the chart below, ‘What to do if you have a grievance’.