They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied. The employer should put their grievance procedure in writing. Worker should be able to find this in their: company handbook human resources (HR) or personnel manual HR intranet site employment contract Their employer’s grievance procedure should include these steps:
2.2 – Explain where to get additional support and advice about how to resolve such matters. To get additional support and guidance on conflicts and dilemmas would be to talk to your manager or outside agencies, the internet or other members of staff at your workplace. 3.1 – Describe how to respond to complaints. Complaints must be handled seriously and professionally, all complaints are investigated and appropriate action is taken on any concerns that are raised. 3.2 – Identify the main points of agreed procedures for handling complaints.
Describe the procedures to follow in event of a grievance . Try speaking with your employer informally first about your concerns in the work place, you can write to your
Relocation for hiring two cooks will become costly for the restaurant so not good strategy. So it is better to attract talented candidate through advertisement and some benefit like health insurance, some facility for cook’s family and some other rewards. Overstaff or Understaff: Buffalo Wild Wings must seek to be fully staffed. Overstaff will cause employees of the restaurant to remain idle and the restaurant needs to take steps to reduce head count such as layoff or early retirement plan. Keeping idle employee in employment will be expensive for the restaurant as the restaurant needs to pay salary to those employees even if it does not gain anything from them.
Maintaining 2. What are some points to consider when communicating changes to policies or procedures? Some points to consider when communicating changes to policies and/or procedures are: - If signed acknowledgement is required written communication is best - Holding a meeting is a useful way to make sure all employees are aware of the changes - Employees may want to know how the changes affect them personally - HR Manager must understand the policy well enough tot answer questions - If the changes cause employees to be upset, it should be handled with empathy and positive aspects of the changes to be highlighted - Employer must assure all staff that any discontent with the policy will be noted and considered for future reference - Be aware of any training requirements required to comply with new policies and procedures 3 What are the main steps to ensuring compliance with legislation, policy, procedure and/or guidelines? - Ensure staff are aware of the policies, procedures and legal requirements - Have relevant information located in staff manuals, training documents, internet, etc, ensuring they're in a central location and easily accessible - Promote awareness of the approved procedure and legal requirements - Publicise and provide to all staff. Training must be provided with an explanation as to how they can comply - Reiterate and discuss compliance regularly at staff meetings - Consequences of non-compliance must also be clearly defined 4 Detail methods of providing access to training and other methods of support.
Draft revised communications plan and overall project plan (from Assessment Task 2) in consideration of barriers identified through consultation process (with your assessor acting as a union representative) and those identified in risk analysis provided in Appendix 3. Highlight strategic elements in your plan which you will deploy to gain trust and acceptance of change. Ensure you consider the needs of all stakeholders to gain support for planned changes. 5. Meet with General Manager (assessor) to discuss ideas for revised communications plan and overall project plan based on feedback.
I will ensure that the workers are fully informed of what is happening in the legal sphere of things and that the Organizing Committee is able to make decisions about which legal tactics are employed. After going public, I would continue to educate and inform the members of what is happening before the employer
Consent from any Service users must be sought before sharing information, or their representatives depending upon their situation or capacity at any given time. General complaints or criticisms are usually made verbally and dealt with straight away as a verbal communication to front line staff. This should still be recorded on the complaint record and entered onto the Corporate Governance system. If a problem can be resolved immediately, this should happen. When a complaint is more complex, it should be recorded and signed by both the complainant and the complainer and handed to a senior member of staff who should attempt to resolve the complaint the next working dat.
For example two employees will be given a situation where one employee will be required to enact a customer and other will play the role of employee. By enacting the two parties the employees will understand the actual situation that they will have to face while working in the organization. By continuously practicing the different situations the employees will be able to understand their jobs better and provide better services to the customers. Moreover continuous practice before the actual job will prepare them to handle different situations in the
BSBMGT502B MANAGE PEOPLE ASSIGNMENT Activity 1 Workplace Policies and Procedures a. What are your organisation’s policies and procedures regarding counselling underperforming employees? The term counselling refers to the discussion and investigation of problems which affect an employee’s work performance or behaviour in an effort to discover answers to on-the-job problems. COUNSELLING POLICY 1. Counselling will offer support in ensuring employees reach the required standards of their roles and to be more independent and capable of resolving their own problems.