If your supervisor cannot resolve a conflict, you may resolve it by going through a grievance procedure. Some organisations have standard procedures, and you need to check these out. Be aware that filing a grievance almost always creates tension between you and the supervisor.

Organisations with unions usually have procedures that have been negotiated between the management and the unions. If you are employed by such an organisation, you will probably have a union representative with you at all steps in the grievance process. The final decision is made by an arbitrator.

Studies show that about 62 per cent of non-union companies also have formal grievance procedures. Many government organisations are required by law to have them. Some smaller ones have no such process. You need to know your organisation’s procedure before filing a grievance.

In non-union organisations, you typically have no assistance in filing a grievance, and the organisation’s personnel director or CEO probably makes the final decision. Complaints of discrimination or sexual harassment often receive special attention.

Such cases may require a different procedure. You should make every attempt to resolve a conflict with your supervisor before filing a grievance. Don’t tell your supervisor about the possibility of such action until you have tried every other means possible to solve it.

Disciplinary action

There may be times when your work performance or behaviour is unacceptable. It is your supervisor’s responsibility to address the problem and to advise you on appropriate performance. If you don’t correct the problem, you could face disciplinary action.

Make sure you understand your employer's disciplinary process. Such procedures usually apply only to employees past their probation period.

Those still on probation may be dismissed without warning. Disciplinary procedures, like grievance procedures, vary from one employer to another. The action taken will depend on the seriousness of the violation. The four steps explained below are common to many organisations.

Oral warning: Your supervisor warns you that your performance is not acceptable. This applies only to less serious problems. Serious problems such as drinking or drug use probably will result in immediate suspension or dismissal.

Written warning: Repeated performance problems result in a written warning. This step takes place after an oral warning is issued. A written warning may become a permanent part of your personnel record.

Suspension: This means you aren’t allowed to work for a short period of time, sometimes three to five days. This is unpaid time. The disciplinary action becomes a permanent part of the personnel record.

Dismissal: The final step of any disciplinary process is dismissal. This means the organisation won’t tolerate your job performance any longer. Dismissal becomes a permanent part of the personnel record. It also means that any future employer who contacts your former employer may be told that you were dismissed from your job.

Most organisations don’t want you to fail. If you are being disciplined, follow your supervisor’s instructions, and you should not encounter further problems. Smaller businesses may not follow the procedure described above. You may simply get an oral warning before suspension or dismissal.

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