Protecting the rights of healthcare workers is vital for the well-being of both employees and patients. In Zimbabwe, these workers are the backbone of the healthcare system, facing numerous challenges that require effective solutions.
The Crucial Role of Healthcare Workers in Zimbabwe
Healthcare workers are essential in delivering medical services. They include doctors, nurses, and support staff who work tirelessly to care for the population. Their dedication ensures communities remain healthy and vibrant, yet they operate under considerable pressure.
Challenges Faced by Healthcare Workers: A Snapshot of the Current Landscape
Despite their importance, healthcare workers encounter several obstacles:
- Low Salaries: Many are underpaid, affecting their motivation and quality of care.
- Staff Shortages: The high patient-to-staff ratio increases workloads and stress.
- Inadequate Resources: Limited medical supplies hinder effective treatment.
The Importance of Effective Grievance Procedures
Grievance procedures serve as a vital mechanism for healthcare workers to voice concerns. These procedures help address issues swiftly, fostering a better work environment and improving patient care.
Grievance procedures for healthcare workers in Zimbabwe are guided by labor laws, regulations, and organisational policies.
Statutory Instrument 184 of 2024 for a collective bargaining agreement for the Medical and Allied Industry to define the fundamental rights of employers and employees, to promote fair labour practices and standards, to regulate conditions of employment and other related matters, to provide for control of remuneration, to provide for promotion and participation by employees in decisions affecting their interests in the workplace.
The CBA also regulate negotiations for the Medical and Allied Industry and enforcement of collective bargaining agreement, to provide for a mechanism for dispute resolutions and grievance handling.
This agreement apply to all Employers in the Private Medical and Allied Sectors whose operations and all employees in the Private Medical and Allied Sectors whose occupations are in non-managerial category.
1. Understanding Applicable Laws and Policies:
Familiarise yourself with the Zimbabwean Labour Act and any relevant healthcare sector regulations for example the CBA stemming from SI 184 of 2024 discussed above. This legislation provides a framework for employee rights and grievance handling. The labour Act outlines employee rights and employer obligations. It is also important to review the specific grievance policies of the healthcare institution or organisation, as they may have additional guidelines concerning grievances. The Health Services Act on the other hand specifies the rights of healthcare personnel in their practice.
On the other hand , the CBA states that no employer or employee may waive any provision of this agreement without approval of the Council.
Where a provision of this agreement is inconsistent with the Labour Act the latter shall prevail, this agreement is however silent on any conditions of service referred to in the Act, the provisions of the Act shall be deemed to have been incorporated in this agreement.
Grievance procedures in this sector are also guided by
2. Informal Resolution:
Direct Discussion: Healthcare workers should first attempt to resolve the issue informally by discussing their concerns directly with the individual involved, such as a supervisor or colleague.
Supervisor Involvement: If direct discussions are not fruitful, the worker may seek assistance from their immediate supervisor or manager to mediate and resolve the problem informally.
3. Formal Grievance Submission:
- Written Grievance: If the concern remains unresolved, a formal grievance should be submitted in writing, which can include:
- A detailed description of the grievance
- Important dates, times, and individuals involved
- Relevant supporting documentation or evidence
- Grievance Form: Some institutions may provide specific forms to be filled out, ensuring all necessary information is captured.
4. Investigation Process:
- Review and Assessment: Upon receiving the grievance, the HR department or a designated grievance officer will assess and investigate the complaint.
- Interviews: This process may involve interviewing the complainant, the individual against whom the grievance is lodged, and any witnesses or relevant parties.
- Documentation: All findings and evidence gathered during the investigation should be documented for accountability.
5. Resolution and Communication:
- Decision Notification: After the investigation, the organization will communicate the findings and any decisions made to the complainant. This may include recommendations for resolving the issue.
- Implementation of Solutions: If the grievance is upheld, appropriate measures will be taken to address the issue and prevent recurrence.
6. Appeal Process:
- Dissatisfaction with Resolution: If the healthcare worker is not satisfied with the outcome of the grievance, they have the right to appeal the decision.
- Higher Authority Review: The appeal should be submitted to a higher authority within the organization, such as a senior management team or an independent panel.
7. Confidentiality and Non-Retaliation:
- Maintaining confidentiality throughout the grievance process is critical to protect the rights of all parties involved.
- Organizations must uphold a non-retaliation policy, ensuring that employees can raise concerns without fear of negative repercussions.
8. Union Involvement:
Many healthcare workers in Zimbabwe are part of unions. Employees may seek assistance from their union representatives when navigating the grievance process or if disputes arise.
In general, most healthcare facilities have internal procedures in place. Workers should collect any relevant documents, report the issue to a supervisor, follow up in writing.
External channels include reporting to regulatory bodies and when internal procedures fail, employees can escalate issues the Ministry of Health, for healthcare-specific concerns, the Zimbabwean Labour Office, for broader labor issues and seeking legal counsel, that is to consult a lawyer
Conclusion:
Grievance procedures are essential for ensuring that healthcare workers in Zimbabwe can express their concerns and have them addressed appropriately. It is important for workers to be aware of their rights and the processes available to them, as well as to advocate for a respectful and fair working environment. If needed, workers can also seek legal advice or support from relevant labor organizations to assist in navigating grievances.