Grievance Policy and Procedure

Recognising the value and importance of full discussion clearing up misunderstanding and preserving harmonious employer-employee relations, every possible effort shall be made by both the Company and the employee to settle any complaint / grievance as equitable and efficiently as possible

1. What is a Grievance?

A Grievance means a complaint from an employee concerning treatment in a particular workplace that is inequitable or procedurally unfair; or a complaint that arises from perceived personal concerns relating to one or more work-related interpersonal relationships. If more than one employee raises the same or substantially similar grievance(s), then each grievant will be managed separately.

2. Grievance Procedure

2.1  Before entering into the formal process, the aggrieved employee should attempt to resolve grievance with his or her immediate superior.

2.2  Should an employee fail to obtain satisfactory settlement of his /her complain/ grievance from his immediate superior within three (3) working days, the aggrieved may refer his / her grieve to the Management Ms. Goh Yoke Chee who will:

  • organise for mediation to occur to try and resolve the grievance;
  • make a relevant determination about the grievance;
  • investigate the matter to make findings as to whether or not some or all of the grievance is substantiated; or
  • refer the matter to an external investigator to investigate the matter and make findings as to whether or not some or all of the grievance is substantiated.

Any grievance which is not presented within the time limit stipulated or any extension agreed thereof shall be considered as resolved.

2.3  If the grievance is dealt with by formal investigation, the Company will aim to ensure:

  • Before a grievance is investigated, the grievant relevantly describes the allegations they wish to make (in most instances, but not all, this will need to be in writing), including particulars of the allegations so that they can be investigated appropriately;
  • The person against whom the allegations are made is provided with a copy of the allegations that will be investigated and provided with the right of response; and
  • All parties are informed in writing of the outcomes of any investigative process.

3. Outcomes and Referral

3.1  If a grievance is investigated under this Policy and findings are made that substantiate any or all of the allegations made, the Managing Director, Finance and Admin Manager or nominee may refer the matter to the relevant nominated supervisor/delegated officer. The relevant nominated supervisor/Delegated Officer may:

Counsel the staff member involved on their behaviour and the findings made as a result of the investigation;Commence disciplinary action which could lead to disciplinary action being taken, including termination of employment;

Take some other form of appropriate action; or

Take no further action.

4. Confidentiality and Victimisation

4.1 The parties to a grievance are required, at all stages of this policy and procedure, to maintain confidentiality in relation to the concern or compliant. The parties must not disclose, by any form of communication, either the fact or the substance of the matter to anyone.

4.2 A person must not victimise or otherwise subject another person to detrimental action as a consequence of that person raising, providing information about, or otherwise being involved in the resolution of a grievance under these procedures.

4.3 Any breach of either the confidentiality or non-victimisation requirements will be treated seriously by the Company, and may result in disciplinary action. Any such breach will be referred for investigation and handling in accordance with the relevant misconduct procedure.

5. Further Assistance

Any employee who requires assistance with this policy should first consult with their immediate superior. Should further advice be required, the employee should contact the Finance and Admin Manager.

6. Policy Review

This Policy shall be reviewed periodically to ensure that it continues to remain relevant and appropriate.