Employee Relations for Facility Management
Two routes — one for complaints, one for conduct — kept separate.
What this looks like in facility management
The parts of employee relations that are specific to this sector, rather than general.
Relations Where the Client Is Present
Your employee, their premises, your responsibility.
What this coversHide
Relations Where the Client Is Present
Your employee, their premises, your responsibility.
What this coversHideFacility management relations are three-cornered. A complaint may involve your employee, your supervisor and a client's staff, and the employment responsibility remains yours throughout.
- Grievance route independent of the client and of the site supervisor
- Client-originated complaints about your staff handled through a fair process
- Protection from client demands outside the contracted scope
- Deployment changes not used as an informal disciplinary measure
- Consistency across contracts and sites
- Supervisor capability in handling issues at site
- Record retained centrally, not at the client site
Using redeployment as an informal response to a complaint is the practice most worth eliminating. It looks like a resolution, it leaves no record, and it is not a fair process.
The general method — what employee relations covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the grievance and disciplinary process page. What is above is the part that differs for facility management.
Other HR topics for facility management
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for facility management, or another industry.