Comprehensive and Detailed in Depth

A grievance procedure is a formal process for employees to raise concerns or complaints about

workplace issues, such as unfair treatment, policy violations, or working conditions. The primary

aspect of a grievance procedure is to protect the employee by providing a structured, fair mechanism

to address their concerns, ensuring they are heard and treated equitably, often with legal protections

against retaliation. This aligns with the aPHRi focus on employee relations, which emphasizes

maintaining a fair and transparent workplace.

Option A (Leads to a positive resolution for the employee): While the goal of a grievance procedure is

to resolve issues, a positive outcome for the employee is not guaranteed. The resolution may favor

the employer or be neutral, depending on the facts.

Option B (Initiated by the employer): Grievance procedures are typically initiated by the employee,

not the employer, as they are designed to address employee concerns.

Option C (Protection of the employer): While a grievance procedure may indirectly protect the

employer by resolving issues before they escalate (e.g., into lawsuits), its primary purpose is to

safeguard the employee’s rights.

Option D (Protection of the employee): Correct, as the core purpose of a grievance procedure is to

protect the employee by ensuring their concerns are addressed fairly and without fear of retaliation.

Reference: aPHRi knowledge domain – Employee Relations: Grievance procedures and their role in

protecting employee rights.

===========