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DISCIPLINE &GRIEVANCE

MANAGEMENTLABOUR WELFARE

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Before you can discipline, the employee

needs to know what they were supposed

to do and/or not supposed to do: Job descriptions, policies, HR policy,«

Need to have clear process and policy for 

measuring performance (good and bad):

Performance Appraisal System

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Disciple problems often result of poor 

management, poor instructions, and/or 

inconsistency in application of policies All policies and procedures must be

followed consistently and fairly

Application of discipline must occur in a

timely manner, too late to wait until annual

review

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Discipline Policy

Recommended that the Manager inform

HR Manager of discipline issue before first

warning (if no HR Manager ± BandManager, CEO)

Sometimes HR Manager sits in on verbal

warning but definitely for second and third

warning ± witness and record keeper 

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Discipline

Some policies allow employee to bring

along a friend

not recommended; at least for first 2stages.

This is a matter between

employee/employer and should not be

confused with Grievance which is anemployee/employee matter 

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Discipline Policy

Some offences are cause for immediate

dismissal and should not go through

discipline process ± ask lawyer  Conditions for ³Dismissal with Cause´

should be clearly stated in HR Policy

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Where discipline deals with an employee

not meeting employer/employment

standards; Grievance is designed to

address a problem between two (or more)

employees

The two employees can be

co-workers (peer to peer) or subordinate to supervisor/manager 

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Issues between employees and clients or 

outsiders generally, should be handled

through a customer service policy

If however, an employee complains of 

outside treatment and nothing is done, the

employee may Grieve the supervisors lack

of response

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Like Discipline ± need to have clearly

stated policy and process for dealing with

Grievance issues

Policy must protect subordinate from

unfair treatment/ retribution as a result of 

filing a complaint

Policy must also protect accused of 

unfair/false claim

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Policy should set out

Steps for hearing Grievance

Progression of hearing process Who should be involved at each stage of 

process

Rights to external assessment/arbitration if internal process unsatisfactory

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Termination

With cause and without cause

Organizational restructuring

Loss of funding Terms and conditions of employment

contract

HR Policy«all will impact ability to terminate

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Meaning of grievances

The term ³grievance´ is used to designate

claims by workers of a trade union

concerning the workers' individual or 

collective rights under an applicable

collective agreement, individual contract of 

employment, law, regulation, works rule,

custom or usage.

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Causes of Grievances

Grievances generally arise form the day-

do-day working relations in the

undertaking, usually a worker or trade

union protest against an act or omission or 

management that is considered to violate

worker's rights.

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Grievances typically arise on such

questions as discipline and dismissal, the

payment of wages and other fringe

benefits, working time, over-time and time-

off entitlements,

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In large undertakings, a common type of 

grievance procedure involves successive steps

at different levels, a workers' grievance being

first discussed with the immediate supervisor,and then if no solution is found with higher levels

of management.

The number of levels and steps in the procedure

usually increases with the size of the

undertaking

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Essence of Model Grievance

Procedure The three cardinal principles of grievancesettlement, under the procedure, are;1. Settlement at the lowest level,

2. Settlement as expeditiously as possible;and3. Settlement to the satisfaction of theaggrieved

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Disciplinary Action:

Indiscipline is the result of many interrelated reasons-economic, psychological, social etc. It needs to beproperly handled. The disciplinary action must conformto certain principles e.g.

The principal of natural justice must guide all enquiriesand actions. No biased person to conduct inquiry, The principal of impartiality or consistency must befollowed,

The disciplinary authority should offer full opportunity tothe worker to defend himself.

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Whenever any employee has complaint regarding terms and conditions of his job ... itis known as grievance.Different organisations have different policy for grievance handling.But broad outline of the procedure of Grievance Handling is as follows:

STEP I

Grievant conveys verbally to officer designated by the management... He or she willreply back within 48 hours

STEP II

If not satisfied.. the grievant will communicate to the head of the department.. He or she will reply back in 3 days

STEP III

If not satisfied the employee will go to 'grievance committee'. committee will reply backin 7 days

STEP IV

again if not satisfied the grievant will appeal to management for revision. a week for appeal will be considered

STEP V

if still not satisfied the grievant can opt for voluntary arbitration within a week after decision from step IV

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LABOUR WELFARE

Labour welfare activities in an industrialized society hasfar reaching impact not only on the work force but alsoall the facets of human resources.

Labour welfare includes all such activities, which notonly secures existential necessities but also ensuresimprovement in spiritual and emotional quotient. Itcomprises of short term and long terms goal towardbuilding a humane society.

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Why is it Important ?

Labour welfare Activities is combinations of various steps, the cumulative effect of which isto grease the wheels of industry and society.

Sound industrial relations can only be based onhuman relations and good human relationsdictate that labour being, human being should

be treated humanly which includes respect for labour dignity, fair dealing and concern for thehuman beings physical and social needs.

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Objective

The object of welfare activities is to promoteeconomic development by increasing productionand productivity.

The underlying principle is to make the workersgiven their loyal services ungrudgingly ingenuine spirit of co-operation, in return for 

obligations, voluntary and compulsory, acceptedby the employee towards the general well-beingof the employees

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Social Security

Payment of Gratuity Act, 1972

Workmen's Compensation Act, 1923

Employees' Provident Fund andMiscellaneous Provisions Act, 1952

Employees' State Insurance Act, 1948