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Team Members

Jayant alagawadi -15Karthik naik-16Maryam ezzy -23Nitika dubey-34Rachitha mahadev-39

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What is Grievance?

International Labour Organization (ILO):

a compliant of one or more workers with respect to wagesand allowances, conditions of work and interpretation of service stipulation, covering such areas as overtime, leave,transfer, promotions, seniority, job assignment andtermination of service

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National Commission of Labour:

Complaints affecting one or more individual workers inrespect of their wage payments, overtime, leave, transfer,promotion, seniority, work assignment and discharge wouldconstitute grievance

What is Grievance?

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Employee expectations

Unfulfilled

Dissatisfaction

Grievance

Why Grievance Arise?

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Causes of Grievance

Economic Work Environment

Supervision

Work Group Miscellaneous

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( I ) Economic

Wage fixation.

Overtime.

Incentive.

Allowances.

Increments.

( II ) Work Environment Poor physical condition of workplacelike unsafe working condition,illumination, poor ventilation andunsafe equipments.

Stringent production norms.Defective tools and equipment.

Poor quality of material.

Unfair practices.

Nature of Job.

Poor quality raw material, tools,equipments.etc.

( III ) Supervision

Relates to the attitude of the supervisor towards theemployee such asperceived notions of bias,favoritism, regionalfeelings etc.

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( V ) Miscellaneous

Issues relating to certain violations in respect

of promotions,

Continuity of service.

Transfer

Disciplinary rules

Fines

Granting leavesOver stay after the expiry of leaves

Medical facilities

Favoritism

( IV ) Work GroupEmployee is unable to adjustwith his colleagues.

Suffers from feelings of neglect.

Victimization and becomes anobject of ridicule andhumiliation etc.

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What is Grievance Procedure?

The process whereby management formally deals with theofficially presented complaint(s) of workers relating to theemployment relationship (excluding disciplinary matters)

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Need for Grievance Procedure

Maintain healthy employment relationship

Provide a clear and transparent framework to deal withdifficulties

Equal treatment to all under similar circumstances

To ensure issues are dealt with fairly and reasonably

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An opportunity to raise concerns fearlessly

To provide points of contact and timescales to resolveissues of concern

To try to resolve matters without recourse to legalintervention

Acts as a defense for organization in case of legalintervention

Need for Grievance Procedure

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Grievance Procedure

Approaches to Grievance Handling

Open door policy Step ladder policy

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Employee dissatisfied

Formal written grievance report toimmediate supervisor

Grievance committee/ middlemanagement (HOD)

Top management

HR

Department

Employee

representative

Unionorworkers

committee

Continue..

Arbitration

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Developing Information InInvestigatory GrievancesSOURCES OF INFORMATION:1.RECORDSa) Personnel Fileb) Performance Recordsc) Grievance Recordsd) Medical Records

2.Special Reports

a) Supervisory Reportb) Medical Reports

3.Interviews

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BURDEN OF PROOF

One party has the obligation to establish through evidence the issue

to be proven. This burden of proof consists of two elements:

(1) The burden of producing evidence

(2) The burden of persuading the arbitrator of the issue in dispute

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Essentials of Good GrievanceProcedure

Set down in writing

Settling matters as closely as possible to the point of origin

Equitable treatment

Simple to understand

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Accessible

Confidentiality

No fear of adverse action

Adhere to rules of natural justice

Rapid operation

Essentials of Good GrievanceProcedure

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Grievance Interview

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Get all relevant facts about the grievance; examine thepersonal records of the aggrieved worker

Ensure confidentiality

Handle each case within a time frame

Control your emotions, your remarks and behavior

Guidelines for EffectiveGrievance Interview

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Maintain proper records and follow up the action taken in each case

Do not automatically take the easy way out the best course of action

may not be the easiest, the most popular of the most expedient

Be firm where necessary but fair

Refer company Policy in each case

Guidelines for EffectiveGrievance Interview

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Thank you !!!!!!!!!

G r i e v a n

c e P r

o c e d u

r e