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What are the types of grievances in the workplace?

Grievances in a workplace can arise from various issues and can be categorized as follow:

1. Biased behavior
2. Lack of proper communication
3. Payouts and perks
4. Working time and conditions
5. Bullying
6. Leadership issues

1.  Biased behavior: Grievances when the employee suspects differential behavior based on social factors, including disability, caste, or other protected characteristics.

2.  Lack of proper communication: Facing incorporative behavior or support from  co-workers and insufficient communication with the management can lead to frustration or self-doubt.

3.  Payouts and perks: Not getting paid on time or enough to the potential is a legitimate grievance. Unpaid bonuses and other perks, or disputes over compensation policies and rest of the practices.

4. Working time and conditions:  An employee may be unhappy regarding their weekly breaks or working on non-working days, not able to feel comfortable, which may affect their physical or mental health. Maybe employees are not able to make proper adjustments or feel sabotaged in the setup.

5. Bullying: Bullying constitutes insulting behavior, intimidating or superiors misusing their power through any means, such as undermining the employee or humiliating in the organizational setting. By these means, a hostile work environment can be creative, which can cause trouble for the other employees.

6. Leadership issues: Grievance includes managerial issues faced by the employees which includes being treated unfairly by the supervisors, being biased, lack of proper communication, not getting enough support from the managers and the guidance which is required by the employee.

What are the effective ways of handling employee grievances?

It is critical to maintain employee grievance effectively which is quite a job to resolve the conflicts in a proper efficient manner. Here are some effective ways to handle Employee Grievance:

1. Establish a procedure
2. الاعتراف
3. Investigation
4. Organizing a formal meeting
5. Taking decisions
6. Appeal systematically
7. Follow up
8. Uprooting and improving

1. Establish a procedure: Creating a clear outline and accessible procedure should be followed, and following it with a proper concern that should directly dart towards the addressed grievance.

2. Acknowledgement: This is possible only when the grievance is listened to properly and understood by the employees without assuming any circumstances. Acknowledging the situation doesn't cater to an immediate resolution of the problem. This helps the grieved employee to be heard.

3. Investigation: The issue does not get resolved after hearing the management have to take essential steps towards resolving the situation and start with gathering relevant information involving the grievance. Cross checking with the members of management or people working around the employee.

4. Organizing a formal meeting: Gathering all the employees with the grievance and other relevant parties included should be presented to the hearing. Now, the evidence in their own favor can explain and  solution, how would be to resolve the grievance. 

5. Making decisions: After collecting all the information, the situation can be examined properly and closely. The decision shall be made to accept the grievance as a whole or as partial. Furthermore, it can be rejected if it sounds unreasonable. In case the situation is rejected one can help the employee deal with the situation.

6. Appeal systematically: If a grievance is seen under any serious circumstances or corner further steps could be taken. This may include revision of certain policies and implementation of certain changes to prevent any further circumstances. 

7. Follow up: Providing proper and adequate support with integrity, this may also include further mentoring sessions or certain activities to make the employees feel acknowledged and no negative impact of the grievance can be seen. Giving a follow up session to the employees could also be a great help.

8. Uprooting and improving: Making a long-lasting solution so that the grievance does not float back up in the future, learning and improvising through the situation, creating a healthy pattern and implementing it proactively.