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Video instructions and help with filling out and completing Disciplinary procedure template
There's a couple of things that you should know about grievances from making grievances or complaints in the workplace firstly you need to understand that a grievance is a complete so the employee is going to make a complaint about some aspect of the job some aspect of work with which he or she feels aggrieved feels he or she needs to make a complaint about there is a couple of things though that you should be aware of firstly if you end up going to the WRC or court but if you go to the WRC or the labor court and you've got a complaint about bullying for example in the workplace or you've got a complaint founded on constructive dismissal in other words you're saying that you had no choice but to leave the job because of the conduct of the employer or the conduct that you had to experience or injure in the workplace you would have had very hard time winning your case for constructive dismissal if you have an event of the internal procedures first and that may well involve either the grievance procedure or the dignity at work procedure or policy involving for example anti bullying or naughty bullying procedure so that's the first thing the first thing you need to understand is that if you're gonna go to the WRC or the labor court with some sort of the claim or some sort of a cause of action you're going to be in a weak position you're gonna be behind the black bar quite frankly from the word go if you haven't already used the internal grievance procedure and indeed even exhaust the internal procedure first so that may well involve appealing the outcome of a lea complaint or grievance you've made so that's the first thing the second thing though you need to understand is that when you make a complaint or grievance in the workplace it's all very well making a complaint it's all very well working or following the procedure in accordance with the staff handbook or the procedure that's been set out but what you need to understand as well is that essentially you're making a complaint somebody some representative on behalf of the employer or the employer himself is gonna decide that complaint you complete maybe against another employee for example it may be against the employer it may be against some work practice or something in the workplace but the bottom line is that if you make a complaint to a decision-maker and ultimately that's what you're doing it may go against you not that you're gonna be penalized or not you're gonna be victimized from making the complaint but your complaint may well be not upheld or it could be partially upheld or it could be dismissed and just a finding that there's no substance to it that it's a misconceived quite frankly so they I believe are two important things that you need to.