Grievance According to Michael Jucius, “ A grievance can be any discontent or dissatisfaction, whether expressed or not, whether valid or not, and arising out of anything connected with the company that an employee thinks, believes, or even feels as unfair, unjust, or inequitable.” A grievance means any discontentment or dissatisfaction in an employee arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable . Thus, a grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, an employee may have grievance because of long hours of work, non-fulfillment of terms of service by the management, unfair treatment in promotion, poor working facilities, etc.
Transcript
Grievance According to Michael Jucius ldquo A grievance can be any discontent or
dissatisfaction whether expressed or not whether valid or not and arising out of anything connected with the company that an employee thinks believes or even feels as unfair unjust or inequitablerdquo
A grievance means any discontentment or dissatisfaction in an employee arising out of anything related to the enterprise where he is working It may not be expressed and even may not be valid
It arises when an employee feels that something has happened or is going to happen which is unfair unjust or inequitable Thus a grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen In an industrial enterprise an employee may have grievance because of long hours of work non-fulfillment of terms of service by the management unfair treatment in promotion poor working facilities etc
Nature of Grievance Grievances are symptoms of conflicts in the enterprise Just like
smoke could mean fire similarly grievances could lead to serious problem if it is not addressed immediately So they should be handled very promptly and efficiently
While dealing with grievances of subordinates it is necessary to keep in mind the following points
A grievance may or may not be real
Grievance may arise out of not one cause but multifarious causes
Every individual does not give expression to his grievances
Forms of Grievances A grievance may take any of the following forms Factual When an employee is dissatisfied with his job for genuine or factual
reasons like a breach of terms of employment or any other reasons that are clearly attributed to the management he is said to have a factual grievance Thus factual grievances arise when the legitimate needs are unfulfilled The problem that he has is real and not virtual
Imaginary When an employeersquos grievance or dissatisfaction is not because of any factual or valid reason but because of wrong perception wrong attitude or wrong information he has Such a grievance is called an imaginary grievance Though it is not the fault of management the responsibility of dealing with it still rests with the management So the problem is not real It is in the mind or just a feeling towards someone or something So be careful your grievances could be very much imaginary
Disguised An employee may have dissatisfaction for reasons that are unknown to himself This may be because of pressures and frustrations that an employee is feeling from other sources like his personal life I am sure you will agree that if you have fought at home and come to the institute you cannot concentrate in the class Similarly if you have had a bad day in the institute that will reflect in the mood at home We are all humans and are sensitive to the environment that we operate in
Identifying Grievances Exit interview Employees usually quit organizations due to dissatisfaction or better
prospects elsewhere Exit interviews if conducted carefully can provide important information about employeesrsquo grievances This can help the management to gather feedback and to genuinely incorporate feedback The management should carefully act upon the information drawn from such employees It should be careful that the discontentment is reduced so that no more employees quit the organization because of similar reasons
Gripe Boxes These are boxes in which the employees can drop their anonymous complaints They are different from the suggestion boxes in which employees drop their named suggestion with an intention to receive rewards It is normally said that if you want to progress in life you should be close to critics These gripe boxes can perform the role of critics for the organisation The management should carefully act upon the information thus gathered Now I donrsquot want to sound repetitive by saying that the internal customers of an organisation should be satisfied if the external customers are to be kept happy
Opinion Survey The management can be proactive by conducting group meetings periodical interviews with employees collective bargaining sessions etc through which one can get information about employeesrsquo dissatisfaction before it turns into a grievance
Open-door Policy Some organisation extend a general invitation to their employees to informally drop in the managerrsquos room any time and talk over their grievances This can be very effective because it ca n nip the evil in the bud That is it can take care of the problem before it gets out of hand In fact the management should hold formal and informal get together with the employees The management should also remember that the employees might just need a patient hearing at times They need blow off the steam as we hear it more commonly
Grievances Classification (1) Grievances resulting from working conditions
Improper matching of the worker with the job Changes in schedules or procedures Non-availability of proper tools machines and equipment for doing
the job Unreasonably high production standards Poor working conditions Bad employer ndash employee relationship etc
(2) Grievances resulting from management policy Wage payment and job rates Leave Overtime Seniority and Promotional Transfer Disciplinary action Lack of employee development plan Lack of role clarity
Grievances Classification (3) Grievances resulting from personal
maladjustment
(i) Over ndash ambition
(ii) Excessive self-esteem or what we better know as ego
(iii) Impractical attitude to life etc
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Nature of Grievance Grievances are symptoms of conflicts in the enterprise Just like
smoke could mean fire similarly grievances could lead to serious problem if it is not addressed immediately So they should be handled very promptly and efficiently
While dealing with grievances of subordinates it is necessary to keep in mind the following points
A grievance may or may not be real
Grievance may arise out of not one cause but multifarious causes
Every individual does not give expression to his grievances
Forms of Grievances A grievance may take any of the following forms Factual When an employee is dissatisfied with his job for genuine or factual
reasons like a breach of terms of employment or any other reasons that are clearly attributed to the management he is said to have a factual grievance Thus factual grievances arise when the legitimate needs are unfulfilled The problem that he has is real and not virtual
Imaginary When an employeersquos grievance or dissatisfaction is not because of any factual or valid reason but because of wrong perception wrong attitude or wrong information he has Such a grievance is called an imaginary grievance Though it is not the fault of management the responsibility of dealing with it still rests with the management So the problem is not real It is in the mind or just a feeling towards someone or something So be careful your grievances could be very much imaginary
Disguised An employee may have dissatisfaction for reasons that are unknown to himself This may be because of pressures and frustrations that an employee is feeling from other sources like his personal life I am sure you will agree that if you have fought at home and come to the institute you cannot concentrate in the class Similarly if you have had a bad day in the institute that will reflect in the mood at home We are all humans and are sensitive to the environment that we operate in
Identifying Grievances Exit interview Employees usually quit organizations due to dissatisfaction or better
prospects elsewhere Exit interviews if conducted carefully can provide important information about employeesrsquo grievances This can help the management to gather feedback and to genuinely incorporate feedback The management should carefully act upon the information drawn from such employees It should be careful that the discontentment is reduced so that no more employees quit the organization because of similar reasons
Gripe Boxes These are boxes in which the employees can drop their anonymous complaints They are different from the suggestion boxes in which employees drop their named suggestion with an intention to receive rewards It is normally said that if you want to progress in life you should be close to critics These gripe boxes can perform the role of critics for the organisation The management should carefully act upon the information thus gathered Now I donrsquot want to sound repetitive by saying that the internal customers of an organisation should be satisfied if the external customers are to be kept happy
Opinion Survey The management can be proactive by conducting group meetings periodical interviews with employees collective bargaining sessions etc through which one can get information about employeesrsquo dissatisfaction before it turns into a grievance
Open-door Policy Some organisation extend a general invitation to their employees to informally drop in the managerrsquos room any time and talk over their grievances This can be very effective because it ca n nip the evil in the bud That is it can take care of the problem before it gets out of hand In fact the management should hold formal and informal get together with the employees The management should also remember that the employees might just need a patient hearing at times They need blow off the steam as we hear it more commonly
Grievances Classification (1) Grievances resulting from working conditions
Improper matching of the worker with the job Changes in schedules or procedures Non-availability of proper tools machines and equipment for doing
the job Unreasonably high production standards Poor working conditions Bad employer ndash employee relationship etc
(2) Grievances resulting from management policy Wage payment and job rates Leave Overtime Seniority and Promotional Transfer Disciplinary action Lack of employee development plan Lack of role clarity
Grievances Classification (3) Grievances resulting from personal
maladjustment
(i) Over ndash ambition
(ii) Excessive self-esteem or what we better know as ego
(iii) Impractical attitude to life etc
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Forms of Grievances A grievance may take any of the following forms Factual When an employee is dissatisfied with his job for genuine or factual
reasons like a breach of terms of employment or any other reasons that are clearly attributed to the management he is said to have a factual grievance Thus factual grievances arise when the legitimate needs are unfulfilled The problem that he has is real and not virtual
Imaginary When an employeersquos grievance or dissatisfaction is not because of any factual or valid reason but because of wrong perception wrong attitude or wrong information he has Such a grievance is called an imaginary grievance Though it is not the fault of management the responsibility of dealing with it still rests with the management So the problem is not real It is in the mind or just a feeling towards someone or something So be careful your grievances could be very much imaginary
Disguised An employee may have dissatisfaction for reasons that are unknown to himself This may be because of pressures and frustrations that an employee is feeling from other sources like his personal life I am sure you will agree that if you have fought at home and come to the institute you cannot concentrate in the class Similarly if you have had a bad day in the institute that will reflect in the mood at home We are all humans and are sensitive to the environment that we operate in
Identifying Grievances Exit interview Employees usually quit organizations due to dissatisfaction or better
prospects elsewhere Exit interviews if conducted carefully can provide important information about employeesrsquo grievances This can help the management to gather feedback and to genuinely incorporate feedback The management should carefully act upon the information drawn from such employees It should be careful that the discontentment is reduced so that no more employees quit the organization because of similar reasons
Gripe Boxes These are boxes in which the employees can drop their anonymous complaints They are different from the suggestion boxes in which employees drop their named suggestion with an intention to receive rewards It is normally said that if you want to progress in life you should be close to critics These gripe boxes can perform the role of critics for the organisation The management should carefully act upon the information thus gathered Now I donrsquot want to sound repetitive by saying that the internal customers of an organisation should be satisfied if the external customers are to be kept happy
Opinion Survey The management can be proactive by conducting group meetings periodical interviews with employees collective bargaining sessions etc through which one can get information about employeesrsquo dissatisfaction before it turns into a grievance
Open-door Policy Some organisation extend a general invitation to their employees to informally drop in the managerrsquos room any time and talk over their grievances This can be very effective because it ca n nip the evil in the bud That is it can take care of the problem before it gets out of hand In fact the management should hold formal and informal get together with the employees The management should also remember that the employees might just need a patient hearing at times They need blow off the steam as we hear it more commonly
Grievances Classification (1) Grievances resulting from working conditions
Improper matching of the worker with the job Changes in schedules or procedures Non-availability of proper tools machines and equipment for doing
the job Unreasonably high production standards Poor working conditions Bad employer ndash employee relationship etc
(2) Grievances resulting from management policy Wage payment and job rates Leave Overtime Seniority and Promotional Transfer Disciplinary action Lack of employee development plan Lack of role clarity
Grievances Classification (3) Grievances resulting from personal
maladjustment
(i) Over ndash ambition
(ii) Excessive self-esteem or what we better know as ego
(iii) Impractical attitude to life etc
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Identifying Grievances Exit interview Employees usually quit organizations due to dissatisfaction or better
prospects elsewhere Exit interviews if conducted carefully can provide important information about employeesrsquo grievances This can help the management to gather feedback and to genuinely incorporate feedback The management should carefully act upon the information drawn from such employees It should be careful that the discontentment is reduced so that no more employees quit the organization because of similar reasons
Gripe Boxes These are boxes in which the employees can drop their anonymous complaints They are different from the suggestion boxes in which employees drop their named suggestion with an intention to receive rewards It is normally said that if you want to progress in life you should be close to critics These gripe boxes can perform the role of critics for the organisation The management should carefully act upon the information thus gathered Now I donrsquot want to sound repetitive by saying that the internal customers of an organisation should be satisfied if the external customers are to be kept happy
Opinion Survey The management can be proactive by conducting group meetings periodical interviews with employees collective bargaining sessions etc through which one can get information about employeesrsquo dissatisfaction before it turns into a grievance
Open-door Policy Some organisation extend a general invitation to their employees to informally drop in the managerrsquos room any time and talk over their grievances This can be very effective because it ca n nip the evil in the bud That is it can take care of the problem before it gets out of hand In fact the management should hold formal and informal get together with the employees The management should also remember that the employees might just need a patient hearing at times They need blow off the steam as we hear it more commonly
Grievances Classification (1) Grievances resulting from working conditions
Improper matching of the worker with the job Changes in schedules or procedures Non-availability of proper tools machines and equipment for doing
the job Unreasonably high production standards Poor working conditions Bad employer ndash employee relationship etc
(2) Grievances resulting from management policy Wage payment and job rates Leave Overtime Seniority and Promotional Transfer Disciplinary action Lack of employee development plan Lack of role clarity
Grievances Classification (3) Grievances resulting from personal
maladjustment
(i) Over ndash ambition
(ii) Excessive self-esteem or what we better know as ego
(iii) Impractical attitude to life etc
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Grievances Classification (1) Grievances resulting from working conditions
Improper matching of the worker with the job Changes in schedules or procedures Non-availability of proper tools machines and equipment for doing
the job Unreasonably high production standards Poor working conditions Bad employer ndash employee relationship etc
(2) Grievances resulting from management policy Wage payment and job rates Leave Overtime Seniority and Promotional Transfer Disciplinary action Lack of employee development plan Lack of role clarity
Grievances Classification (3) Grievances resulting from personal
maladjustment
(i) Over ndash ambition
(ii) Excessive self-esteem or what we better know as ego
(iii) Impractical attitude to life etc
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Grievances Classification (3) Grievances resulting from personal
maladjustment
(i) Over ndash ambition
(ii) Excessive self-esteem or what we better know as ego
(iii) Impractical attitude to life etc
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Effects of Grievances 1048707 Frustration
1048707 Alienation
1048707 De-motivation
1048707 Slackness
1048707 Low Productivity
1048707 Increase in Wastage amp Costs
1048707 Absenteeism
1048707 In discipline
1048707 Labour unrest
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Establishing a Grievance Procedure A grievance should be dealt with in the first instance at the lowest level that is an
employee should raise his grievance with his immediate superior It may be simple to settle it on the spot and that will be the end of it Even if it cannot be settled at that level the manrsquos superior will know what is happening This is necessary not only to maintain his authority but also to prevent him from being aggrieved as he will certainly be if he is by-passed and hears of the complaint from his own superior
It must be made clear to the employee what line of appeal is available If he cannot get satisfaction from his immediate superior he should know the next higher authority to which he can go
Since delay causes frustration and tempers may rise and rumors spread around the work it is essential that grievances should be dealt with speedily As it is said that a stitch in time saves nine similarly the problems of the employees should be taken care of by the management least it should become a major for the management
The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation The policies and rules regarding grievances should be laid down after taking inputs from the employees and it should be uniformly applicable to all in the organisation It should be agreed that there would be no recourse to the official machinery of conciliation unless the procedure has been carried out and there is still dissatisfaction and moreover there must be no direct action on either side which might prejudice the case or raise tempers while the grievance is being investigated
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Guidelines for Effective Grievance Handling The complaint should be given a patient hearing by his superior He should be allowed to
express himself completely The management should be empathetic
The superior should try to get at the root of the problem It should be remembered that symptoms are not the problems It should also be noted that if there are symptoms there would be a problem as well
The management must show it anxiety to remove the grievances of the workers The workers should feel that the management is genuinely interested in solving its problems
If the grievances are real and their causes located attempts should be made to remove the causes
If the grievances are imaginary or unfounded attempts should be made to convince the workers
Every grievance must be handled within the reasonable time limit I am sure you will agree with this Imagine you have a genuine problem and you share it with the authorities You will also expect immediate action taken to take care of your problem
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
Guidelines for Effective Grievance Handling
All grievances should be put into writing Some proofs required as wellhellip
Relevant facts about the grievance must be gathered The management should not haste
Decision taken to redress the grievance of the worker must be communicated to him
Follow up action should be taken to know the response of the forced employee This is to make sure that he is happy or not At the end of the day the satisfaction of the aggrieved party is necessary
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
ESSENTIALS OF A GRIEVANCE
PROCEDURE A grievance procedure should incorporate the following features 1 Conformity with existing legislation The procedure should be
designed in conformity with the existing statutory provisions Where practicable the procedure can make use of such machinery as the law might have already provided for
2 Acceptability Everybody must accept the grievance procedure In order to be generally acceptable it must ensure the following
A sense of fair-play and justice to the worker Reasonable exercise of authority to the manager and Adequate participation of the union
3 Simplicity The following points should be noted in this regard The procedure should be simple enough to be understood
The steps should be as few as possible Channels for handling grievances should be carefully developed Employees must know the authorities to be contacted at various levels Information about the procedure should be thoroughly disseminated among
all employees through pictures charts diagrams etc
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
FOR MORE USEFUL EDUCATIONAL PRESENTATIONS
AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE
VISIT
WWWTHECODEXPERTCOM
ESSENTIALS OF A GRIEVANCE PROCEDURE
4 Promptness Speedy settlement of a grievance is the cornerstone of a sound personnel policy It should be remembered that justice delayed is justice denied The procedure should aim at a rapid disposal of the grievance This can be achieved by incorporating the following feature in the procedure As far as possible grievances should be settled at the lowest level No matter should ordinarily be taken up at more than two levels ie normally there
should be only one appeal Different types of grievances may be referred to appropriate authorities Time limit should be placed at each step and it should be rigidly followed at each
level 5 Training In order to ensure effective working of the grievance procedure it
is necessary that supervisors and the union representatives should be given training in working of the grievance procedure All the policies should be conveyed to the concerned parties
6 Follow-up The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective This is generally ignored by the organizations A regular follow up of the system increase the faith of the people in the system Therefore it is necessary that the grievance procedure should be reviewed whenever it is so required
