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Grievance Procedure
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Team Members
Amita Chaurasia 07
Shiny Gopinath 49
Renu Singh 59
Ramesh Singh 61
Mayuri Raut 62
Natasha Mullani 63
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What is Grievance?
International Labour Organization (ILO):
“a compliant of one or more workers with respect to
wages and allowances, conditions of work and interpretation of service stipulation, covering such areas as overtime, leave, transfer, promotions, seniority, job assignment and termination of service”
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Dale Yoder: “a written complaint filed by an employee and
claiming unfair treatment”
What is Grievance?
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National Commission of Labour:
“Complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment and discharge would constitute grievance”
What is Grievance?
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Employee expectations
Unfulfilled
Dissatisfaction
Grievance
Why Grievance Arise?
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Causes of Grievance
Economic Work Environment
Supervision
Work Group Miscellaneous
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What is Grievance Procedure?
The process whereby management formally deals with the officially presented complaint(s) of workers relating to the employment relationship (excluding disciplinary matters)
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Need for Grievance Procedure
Maintain healthy employment relationship
Provide a clear and transparent framework to deal with difficulties
Equal treatment to all under similar circumstances
To ensure issues are dealt with fairly and reasonably
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An opportunity to raise concerns fearlessly
To provide points of contact and timescales to resolve issues of concern
To try to resolve matters without recourse to legal intervention
Acts as a defense for organization in case of legal intervention
Need for Grievance Procedure
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Grievance Procedure
Approaches to Grievance Handling
Open door policy Step ladder policy
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Employee dissatisfied
Formal written grievance report to immediate supervisor
Grievance committee/ middle management (HOD)
Top management
HR
Departm
ent
Em
ployee representative
Union or w
orker’s com
mittee
Step Ladder Policy
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Employee dissatisfied
Formal written grievance report to immediate supervisor
Grievance committee/ middle management (HOD)
Top management
HR
Departm
ent
Em
ployee representative
Union or w
orker’s com
mittee
Continue..
Arbitration
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Essentials of Good Grievance Procedure
Set down in writing
Settling matters as closely as possible to the point of origin
Equitable treatment
Simple to understand
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Accessible
Confidentiality
No fear of adverse action
Adhere to rules of ‘natural justice’
Rapid operation
Essentials of Good Grievance Procedure
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Grievance Interview
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Guidelines for Effective Grievance Interview
Treat each case as important and get the grievances in writing
Accept responsibility- Do not ‘pass the buck’
Do not pre-judge, always give people an opportunity to explain
Give him a patient hearing
See whether any witness are available and visit the work area
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Get all relevant facts about the grievance; examine the personal records of the aggrieved worker
Ensure confidentiality
Handle each case within a time frame
Control your emotions, your remarks and behavior
Guidelines for Effective Grievance Interview
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Maintain proper records and follow up the action taken in each case
Do not automatically take the easy way out – the best course of action may not be the easiest, the most popular of the most expedient
Be firm where necessary but fair
Refer company Policy in each case
Guidelines for Effective Grievance Interview
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Conclusion
Grievance
Procedure