When working for someone else, and an issue arises, many people make a complaint to their immediate supervisor, which in turn usually leads to following the company’s “grievance procedure”.
This is a formal way for an employee to raise a problem with their employer concerning the actions of another employee.
However this action establishes you as an employee, which is a taxable human resource without rights.
Furthermore, if you initiate this “grievance procedure” you have lost the ability to direct the process and are at the mercy of the “senior management”, who have no obligation to conduct themselves fairly or justly.
Note: the primary goal of any senior staff is to protect the corporation from litigation, and not to help you.
Additionally you have now accepted the often convoluted grievance procedure rules and regulations, which are written in a way to entrap you further.
If someone has made a complaint against you, then you have the right to know who this person is within the private, but not as an “employee”.
If their name is not divulged, then the burden of proof and hereto the claim now becomes the responsibility of the supervisor you are dealing with, which you must deal within in the private.
Many people will opt for perceived simple solution of using a union, but just like petitions and protest, will only pull you into the legal system deeper, as most unions are usually working with the very corporation the union said they would protect you against.
Grievance Procedure