Employee Grievance & Disciplinary Action Log

Employee Grievance & Disciplinary Action Log

Business Kate

Certain employees may face some issues or grievances. A business needs to ensure this is handled carefully so that the workplace can function smoothly. A formal procedure needs to be present to address concerns letting employees know their issues will be handled according to the law.

Disciplinary action is also an important part of this as it warns employees to behave properly and not violate company policies. These processes need to be tracked and an employee grievance and disciplinary action log can be useful here.

This is a log that helps an employer or manager handle employee grievances and the disciplinary action taken towards this.

What is an Employee Grievance & Disciplinary Action Log?

This is a document used to track complaints submitted by employees. The sheet will also include the measures the employer takes to handle and manage employee misconduct. The log can be regarded as a document where formal workplace issues are tracked and managed.

Employee Grievance & Disciplinary Action Log

Format: MS Excel (.xlsx)

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How important is it to have the log?

The log is important as it lets employees know they can formally raise grievances that they have. The action taken by the employer will be recorded in the document, ensuring that it is fair and complies with both company policies and legal requirements.

Benefits of using the log:

An employee grievance and disciplinary action log may have the following advantages:

  • It helps track employee grievances along with the disciplinary actions taken, allowing the company to monitor progress and detect recurring problems.
  • Tracking employee grievances and their resolutions allows you to know what actions were taken, enabling consistent responses in similar situations and ensuring fairness.
  • If an employee grievance goes to court, this document shows that the company addressed the issue fairly and followed legal requirements.
  • All concerned will know the status of complaints and the action taken.

Key Features of the Log:

A comprehensive log will include certain details. These have been discussed below:

Employee details:

The employee’s name, department, and job title must be included, along with the date the complaint was submitted.

Grievance:

The document will have a part that details the complaint of the employee. You can have a section that includes investigation details letting one know the grievance was investigated.

Disciplinary action taken:

This part will note down the action taken related to the employee’s grievance. You can state the outcome of the action as well, such as whether it was dismissed, resolved, etc. There can be a part that notes down any appeals that have been lodged as well as the results of this. The status of the grievance and the actions taken can also be recorded.

Tips to Make a Good Log:

The following tips can be helpful when making this log:

Choose the right application:

The log needs to be clear to understand and use. You therefore need to make it in the right application, for example, Microsoft Excel.

Create table:

Create a table to organize the relevant details, making it easier for the user to fill out.

Include columns for key components, such as:

  • Employee information
  • Date of issue
  • Nature of the issue
  • Investigation details
  • Action taken
  • Outcome
  • Appeal procedure
  • Status

These can be placed in separate rows, with one column for grievance log details and another for disciplinary action log details. The relevant information can then be included in the appropriate sections.

Conclusion:

Employee grievances need to be handled carefully and according to the law. The right disciplinary action must also be taken. This is if a company wants to avoid legal issues.

The document can help an organization record details about employee grievances and disciplinary action taken so that the process can be treated fairly and transparently. In case any issue arises related to this, the log can be consulted to see whether the right disciplinary action was taken according to company policies and the law.