Three people:

SLIDE 2& 3: EXPLAIN WHAT IS GRIEVANCE..

Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee
experiences about his job and its nature, about the management policies and procedures. It must be
expressed by the employee and brought to the notice of the management and the organization

A grievance is any dissatisfaction or feeling of injustice having connection with ones employment
situation which is brought to the attention of management. Speaking broadly, a grievance is any
dissatisfaction that adversely affects organizational relations and productivity.

To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and
grievance.

1. Dissatisfaction is anything that disturbs an employee, whether or not the unrest is expressed in words.

2. Complaint is a spoken or written dissatisfaction brought to the attention of the supervisor or the shop
steward.

3. Grievance is a complaint that has been formally presented to a management representative or to a

union official.

In short, grievance is a state of dissatisfaction, expressed or unexpressed, written or unwritten, justified

or unjustified, having connection with employment situation.

Slide 4-10--CAUSES:

Grievances may occur due to a number of reasons:

1. Economic:
Pay and Benefits: This is the most common area of employee complaints and grievances. These
grievances may involve the amount and qualifications for pay increases, pay equity for comparable work
within the organization, and the cost and coverage of benefit programs.

2. Work environment:

It may be undesirable or unsatisfactory conditions of work. For example, light, space, heat, or poor

physical conditions of workplace, defective tools and equipment, poor quality of material, unfair rules,

and lack of recognition

3. Supervision:
It may be objections to the general methods of supervision related to the attitudes of the supervisor

towards the employee such as perceived notions of bias, favouritism, nepotism, caste affiliations and

regional feelings.

4. Organizational change:

Any change in the organizational policies can result in grievances. For example, the implementation of

revised company policies or new working practices.

5. Employee relations:

Employees are unable to adjust with their colleagues, suffer from feelings of neglect and victimization

and become an object of ridicule and humiliation, or other inter- employee disputes.

6) Workloads:
Heavy workloads are a common employee and workplace grievance. If you work for a company that is
going through lean times, you may have been asked to take on more work without a pay increase.
Perhaps your employer decides not to fill a vacant position and instead assigns additional work to you
and your colleagues. Such situations lead to employee frustration and dissatisfaction.
Slide 11: GRIEVANCE INTERVIEW :

Grievance Interviews are a formal opportunity for individual employees to provide management with
their conflicts about a company policy, procedure, practice, or person. These interviews are often given
by Human Resources professionals who are able to act as a more objective third party separate from the
people and situation that may be creating the grievance.

Initiation of grievance procedure

The process may begin when an employee requests a grievance. Depending on your organizational
structure, this may simply be initiated by word of mouth, but most likely will require the issue to be
submitted in writing directly by the employee to be able to proceed. The employee can provide that
written grievance to an immediate or higher supervisor, an HR rep, or an Equal Employment Opportunity
officer at the company.

The Interview

The interviewer should open the meeting by repeating the grievance back to the employee and then
confirming the details of the complaint. Ask questions to discover the facts surrounding the situation.
Ask the person to provide additional details. Allow for the person to interject their emotions into the
interview, as that may be a large part of what is driving the dispute. The HR rep performing the
interview will want to be sure to take notes and document everything. Ask the Five Ws to drill down
on details: Who, What, When, Where, and Why. Be sure to allow for follow-up questions.

Who -- is involved? Name(s) of the worker(s) and the basic work information about the member(s)
such as department, shift, job title, seniority, employee number. Most of this information will also be
needed on the grievance form. You also need to find out some other information: Who witnessed the
incident or who else was involved? Who from management was there?

When -- did the incident or condition occur? Get dates and time as accurately as possible.

What -- happened or didn't happen? What did the worker(s) do? What did management do or not do?
What happened in the past?

Where -- did the incident take place.

Why -- did the incident occur? In answering this question, you may have to sift conflicting opinion to
get at the facts.