A Written Complaint At Work is a crucial document in South African employment law that provides employees with a formal mechanism to raise workplace concerns. It is typically used when informal resolution attempts have been unsuccessful or when the nature of the complaint requires formal documentation. The document must comply with South African labor legislation, particularly the Labour Relations Act, Employment Equity Act, and relevant company policies. It should be detailed enough to clearly communicate the nature of the complaint, supporting evidence, and desired outcomes, while maintaining a professional tone. This document often initiates the formal grievance procedure and may be used in subsequent legal proceedings if the matter escalates. The complaint should be factual, specific, and include all relevant details, dates, and supporting documentation.
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1. Personal Information: Employee's full name, employee number, position, department, and immediate supervisor's details
2. Date and Location: Date of the complaint and where the incident(s) occurred
3. Nature of Complaint: Clear and concise description of the issue or grievance
4. Details of Incident(s): Chronological account of events, including dates, times, and locations
5. Impact Statement: Description of how the situation has affected the employee's work, well-being, or working relationships
6. Previous Actions Taken: Description of any informal attempts made to resolve the issue
7. Desired Outcome: Clear statement of what resolution or outcome is being sought
1. Witnesses: Names and contact details of any witnesses to the incident(s), if applicable
2. Policy References: References to specific company policies, procedures, or legislation that have been violated
3. Health and Safety Implications: Include if the complaint relates to workplace safety or health concerns
4. Union Representative Details: Include if the complaint is being submitted with union support
5. Timeline of Previous Communications: Detailed timeline of previous verbal or written communications about the issue
6. Interim Measures Requested: Any immediate temporary measures requested while the complaint is being investigated
1. Supporting Evidence: Copies of relevant emails, messages, documents, or photographs supporting the complaint
2. Medical Certificates: If the complaint relates to health issues or injuries sustained at work
3. Previous Correspondence: Copies of previous written communications about the issue
4. Witness Statements: Written statements from witnesses who observed the incident(s)
5. Relevant Company Policies: Copies of specific company policies or procedures relevant to the complaint
6. Performance Reviews: If the complaint relates to performance evaluations or career progression issues
Relevant legal definitions
Complainant
Respondent
Grievance
Working Days
Immediate Supervisor
Line Manager
Management
Company
Workplace
Grievance Procedure
Resolution
Supporting Evidence
Protected Disclosure
Unfair Labor Practice
Disciplinary Action
Investigation
Discrimination
Harassment
Victimization
Union Representative
Shop Steward
Confidentiality
Retaliation
Mediation
Arbitration
Respondent
Grievance
Working Days
Immediate Supervisor
Line Manager
Management
Company
Workplace
Grievance Procedure
Resolution
Supporting Evidence
Protected Disclosure
Unfair Labor Practice
Disciplinary Action
Investigation
Discrimination
Harassment
Victimization
Union Representative
Shop Steward
Confidentiality
Retaliation
Mediation
Arbitration
Clauses
Personal Information
Complaint Description
Timeline of Events
Previous Resolution Attempts
Supporting Evidence
Confidentiality
Non-Retaliation
Desired Outcome
Witness Information
Health and Safety Implications
Policy Violations
Impact Statement
Communication History
Union Representation
Investigation Process
Resolution Timeline
Employee Rights
Declaration of Truth
Signature and Date
Complaint Description
Timeline of Events
Previous Resolution Attempts
Supporting Evidence
Confidentiality
Non-Retaliation
Desired Outcome
Witness Information
Health and Safety Implications
Policy Violations
Impact Statement
Communication History
Union Representation
Investigation Process
Resolution Timeline
Employee Rights
Declaration of Truth
Signature and Date
Relevant Industries
Manufacturing
Financial Services
Mining
Retail
Healthcare
Education
Information Technology
Construction
Agriculture
Professional Services
Hospitality
Transportation
Public Sector
Energy
Telecommunications
Relevant Teams
Human Resources
Legal
Compliance
Operations
Administration
Employee Relations
Industrial Relations
Health and Safety
Management
Executive Leadership
Labor Relations
Training and Development
Relevant Roles
Employee
Supervisor
Manager
HR Manager
Department Head
Union Representative
Compliance Officer
Safety Officer
Line Manager
Team Leader
Director
Operations Manager
Senior Executive
Administrator
Coordinator
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