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Grievance
&
Grievance Handling
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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
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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 oreven feels to be unfair, unjust or
inequitable
Jucious
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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 onesexpectation
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Causes of Grievances
Economic reasonsSupervision
Work group
Individual advancement
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2 On the employees
Increased absenteeism and turnover Reduced level of commitment, sincerity
and punctuality
Increased incidence of accidents
Reduced level of employees morale
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On the managers
Strained superior-subordinate relationsIncreased degree of supervision, control and
follow up
Increased indiscipline cases
Increased unrest
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Importance of Grievance Handling
Grievance seriously disturbs the employees
First line supervisors may not settled all the
complaints
Check on the arbitrary actions onmanagement
Serves as an outlet for employees frustration
Means of upward communication
uniformity
Confidence to the workers
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The Discovery of Grievance
Observation
Grievance procedure
Gripe boxes
open-door policy
Exit interviews
Opinion-surveys
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Pre-requisites of a Grievance Procedure
Conformity with statutory provisionsUnabiguity
Simplicity
Promptness
Training
Follow-up
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Steps in the Grievance Procedure
Receiving and defining the grievanceGetting the facts
Analysing the facts
Taking an appropriate decision
Communicating the decision
Getting the reactions of decision
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Model Grievance Procedure
Present grievance to the officer designated by
managementanswer with 48 hours
Present grievance to the head of department-answer
within 72 hours
Present grievance to the grievance committee-answer
with 7 seven,final decision of the management is
communicated within 3 days after the receipt of the
grievance committee recommendationAppeal to management-answer within 2 weeks
Refer grievance within 1 week to voluntary
adjudication
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Some Procedural Matters
A grievance shall be assumed dispute only
when final decision of the top management isnot acceptable to the worker
Orders must be compiled before the procedure
is activated
Right to access any document by workers
representative in grievance committee
Time limit 72 hours for appeal excluding
holidays
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Necessary help by management for smooth
functioning of grievance machinery
Payment for the time that has spent on the
redress of grievances
In case of discharge or dismissal the above
procedure does not apply
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Get all related facts about the grievance.
Examine the personal records of the aggrieved
worker.Visit the work area . Find out wherethe things have gone wrong and who is at fault.
Gather the information from the union
representative, what he has to say. Give shortreplies uncovering the truth as well as
provisions. Treat him properly.
Control your emotions, your remarks and
behavior.
Maintain proper records.
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