Grievance

&
Grievance Handling

a written complaint filed by an

employee and claiming unfair
treatment
Dale Yoder
any dissatisfaction or feeling of
injustice in connection with ones
employment situation that is brought
to the notice to the management
Beach

a grievance is a any discontent or

dissatisfaction whether expressed or
not,whether valid or not ,arising out of
anything connected with the company
which an employee thinks,believes or
even feels to be unfair, unjust or
inequitable
Jucious

Features
Any form of discontent
Dissatisfaction must arise out of employment
Discontent can arise out of real or imaginary
reasons
Discontent may be voiced or unvoiced
Grievance is perceived non-fulfillment of ones
expectation

Grievances
A grievance is a formal dispute between an employee
& management on the conditions of employment.
Grievances are complaints that have been formally
registered in accordance with the grievance
procedure.
A grievance is any dissatisfaction or feeling of
injustice in connection with ones employment
situation that is brought to the attention of the
management.

Grievance must fall under the following

category:
Amenities
Compensation
Conditions of work
Continuity of service
Disciplinary action
Fines
Leave
Medical benefits
Nature of job
Payments
Promotions
Safety environment
Transfers

Causes of Grievances
Economic reasons
Supervision
Work group
Individual advancement

Effects of Grievance
1 On production
Low quantity of production and productivity
Low quality of production
Increase in wastage
Increase in production cost

2 On the employees
Increased absenteeism and turnover
Reduced level of commitment, sincerity
and punctuality
Increased incidence of accidents
Reduced level of employees morale

On the managers
Strained superior-subordinate relations
Increased degree of supervision, control
and follow up
Increased indiscipline cases
Increased unrest

Benefits of Grievance Handling

It encourages employees to raise concerns without
fear of reprisal.
It provides a fair & speedy means of dealing of
grievances.
It prevents minor disagreements developing into more
serious disputes.
It saves employers time & money as solutions are
found for workplace problems.
It helps build in organisational climate based on
openness and trust. Confidence to the workers

The Discovery of Grievance

Observation
Grievance procedure
Gripe boxes
open-door policy
Exit interviews
Opinion-surveys

Pre-requisites of a Grievance Procedure

Conformity with statutory provisions
Unambiguity
Simplicity
Promptness
Training
Follow-up

Grievance Redressal Machinery

A grievance procedure is a formal process which is
preliminary to an arbitration, which enables the parties
involved to attempt to resolve their differences in a peaceful,
orderly and expeditious manner,
It enables the company and the trade union to investigate
and discuss the problem at issue without in any way
interrupting the peaceful and orderly conduct of business.
When the grievance redressal machinery works effectively,
it satisfactorily resolves most of the disputes between labour
and management.

Steps in the Grievance Procedure

Receiving and defining the grievance
Getting the facts
Analysing the facts
Taking an appropriate decision
Communicating the decision
Getting the reactions of decision

Model Grievance Procedure

Present grievance to the officer designated by
management answer with 48 hours
Present grievance to the head of department-answer
within 72 hours
Present grievance to the grievance committee-answer
within 7 days, final decision of the management is
communicated within 3 days after the receipt of the
grievance committee recommendation
Appeal to management-answer within 2 weeks
Refer grievance within 1 week to voluntary
adjudication

Guidelines for Handling Grievances

Treat each case important and get the grievance
in writing.
Talk to the employee directly. Encourage him to
speak the truth . Give him a patient hearing.
Discuss in a private place.Ensure
confidentiality, If necessary
Handle each case within timeframe.
Examine company provisions in each case

Get all related facts about the grievance.

Examine the personal records of the aggrieved
worker.Visit the work area . Find out where
the things have gone wrong and who is at fault.
Gather the information from the union
representative, what he has to say. Give short
replies uncovering the truth as well as
provisions. Treat him properly.
Control your emotions, your remarks and
behavior.
Maintain proper records.