Grievance Procedure

Team Members

Amita Chaurasia 07

Shiny Gopinath 49

Renu Singh 59

Ramesh Singh 61

Mayuri Raut 62

Natasha Mullani 63

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”

Dale Yoder: “a written complaint filed by an employee and

claiming unfair treatment”

What is Grievance?

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?

Employee expectations

Unfulfilled

Dissatisfaction

Grievance

Why Grievance Arise?

Causes of Grievance

Economic Work Environment

 

Supervision

Work Group Miscellaneous

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)

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

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

Grievance Procedure

Approaches to Grievance Handling

Open door policy Step ladder policy

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

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

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

Accessible

Confidentiality

No fear of adverse action

Adhere to rules of ‘natural justice’

Rapid operation

Essentials of Good Grievance Procedure

Grievance Interview

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

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

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

Conclusion

Grievance

Procedure