EMPLOYEE GRIEVANCE POLICY AND PROCEDURE
1. Introduction
This procedure shall apply to all members of staff. The procedure aims to help resolve individual grievances in a manner that is as fair and expeditious as possible. It is the "M.I.D. House of Diamonds." policy to find a solution to individual grievances as early in the procedure as possible. Employees who have a grievance or those against whom a grievance is raised have the right to be accompanied and represented by a trade union representative or workplace colleague of their choice at every stage. Every effort will be made to resolve the grievance at the informal stage. In certain circumstances and were mutually agreed following consultation with Personnel, it may be necessary for earlier stages to be bypassed and the procedure to commence at a later stage.
If the grievance is against the immediate line manager, then the person to whom the grievance should be sent should be senior to the line manager.
If the grievance is against the COO, the employee will need to contact the Israeli Employee National Labour Union:
Website: http://www.histadrut.org/ Email: histadrut.leumit@histadrut.net Tel: *8882
It is important to add that every employee who submits a grievance is free to do so and should not be afraid to complete the process. Because the company ensures that there will be no retaliation or penalty against any employee. "M.I.D. House of Diamonds." is tolerant and supportive in these situations, and believes that every employee should receive his freedom to act according to his rights.
2. Stage 1 - Informal Discussions
• If an employee has a grievance relating to his/her employment, the matter should be raised initially with the employee's immediate supervisor/head of the department as appropriate. The grievance should be raised orally in the first instance. If the grievance relates to the employee's immediate supervisor who would normally deal with a grievance at this stage, the grievance should be referred to the employee's immediate supervisor's manager.
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