Manisha Answers

Introduction and Definition of Grievance:
A grievance is any dissatisfaction or feeling of injustice having connection

with one’s employment situation which is brought to the attention of
management. Speaking broadly, a grievance is any dissatisfaction that
adversely affects organizational relations and productivity. To understand
what a grievance is, it is necessary to distinguish between dissatisfaction,
complaint, and grievance.
1. Dissatisfaction is anything that disturbs an employee, whether or not the

unrest is expressed in words.
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2. Complaint is a spoken or written dissatisfaction brought to the attention

of the supervisor or the shop steward.
3. Grievance is a complaint that has been formally presented to a

management representative or to a union official.
According to Michael Jucious, ‘grievance is any discontent or

dissatisfaction whether expressed or not, whether valid or not, arising out
of anything connected with the company which an employee thinks,
believes or even feels to be unfair, unjust or inequitable’.
In short, grievance is a state of dissatisfaction, expressed or unexpressed,
written or unwritten, justified or unjustified, having connection with
employment situation.
Features of Grievance:
1. A grievance refers to any form of discontent or dissatisfaction with any
aspect of the organization.
2. The dissatisfaction must arise out of employment and not due to

personal or family problems.
3. The discontent can arise out of real or imaginary reasons. When

employees feel that injustice has been done to them, they have a grievance.
The reason for such a feeling may be valid or invalid, legitimate or
irrational, justifiable or ridiculous.
4. The discontent may be voiced or unvoiced, but it must find expression in

some form. However, discontent per se is not a grievance. Initially, the
employee may complain orally or in writing. If this is not looked into
promptly, the employee feels a sense of lack of justice. Now, the discontent
grows and takes the shape of a grievance.
5. Broadly speaking, thus, a grievance is traceable to be perceived as non-

fulfillment of one’s expectations from the organization.
Causes of Grievances:
Grievances may occur due to a number of reasons:
1. Economic:
Employees may demand for individual wage adjustments. They may feel
that they are paid less when compared to others. For example, late bonus,
payments, adjustments to overtime pay, perceived inequalities in
treatment, claims for equal pay, and appeals against performance- related
pay awards.
2. Work environment:
It may be undesirable or unsatisfactory conditions of work. For example,
light, space, heat, or poor physical conditions of workplace, defective tools
and equipment, poor quality of material, unfair rules, and lack of
recognition.
3. Supervision:
It may be objections to the general methods of supervision related to the
attitudes of the supervisor towards the employee such as perceived notions
of bias, favouritism, nepotism, caste affiliations and regional feelings.
4. Organizational change:
Any change in the organizational policies can result in grievances. For
example, the implementation of revised company policies or new working
practices.
5. Employee relations:
Employees are unable to adjust with their colleagues, suffer from feelings of
neglect and victimization and become an object of ridicule and humiliation,
or other inter- employee disputes.
6. Miscellaneous:
These may be issues relating to certain violations in respect of promotions,
safety methods, transfer, disciplinary rules, fines, granting leaves, medical
facilities, etc.
Effects of Grievance:
Grievances, if not identified and redressed, may adversely affect workers,
managers, and the organization.
The effects are the following:

1. On the production:
a. Low quality of production
b. Low productivity
c. Increase in the wastage of material, spoilage/leakage of machinery
d. Increase in the cost of production per unit
2. On the employees:
a. Increase in the rate of absenteeism and turnover
b. Reduction in the level of commitment, sincerity and punctuality
c. Increase in the incidence of accidents
d. Reduction in the level of employee morale.
3. On the managers:
a. Strained superior-subordinate relations.
b. Increase in the degree of supervision and control.
c. Increase in indiscipline cases
d. Increase in unrest and thereby machinery to maintain industrial
peace
Need for a Formal Procedure to Handle Grievances:

A grievance handling system serves as an outlet for employee frustrations,
discontents, and gripes like a pressure release value on a steam boiler.
Employees do not have to keep their frustrations bottled up until eventually
discontent causes explosion.
The existence of an effective grievance procedure reduces the need of
arbitrary action by supervisors because supervisors know that the
employees are able to protect such behavior and make protests to be heard
by higher management. The very fact that employees have a right to be
heard and are actually heard helps to improve morale. In view of all these,
every organization should have a clear-cut procedure for grievance
handling.
What Is Collective Bargaining?
The term “collective bargaining” refers to the negotiation of employment
terms between an employer and a group of workers. Employees are normally
represented by a labor union during collective bargaining.
The terms negotiated during collective bargaining can include working
conditions, salaries and compensation, working hours, and benefits. The goal
is to come up with a collective bargaining agreement through a written
contract. According to the International Labour Organization, collective
bargaining is a fundamental right for all employees.1
 Collective bargaining is the process of negotiating the employment
terms between an employer and a group of workers.
 The process takes place between company management and a labor
union.
 Concerns and issues that may come up during collective bargaining
include working conditions, salaries and compensation, working hours,
and benefits.
 The goal of collective bargaining is to come up with a collective
bargaining agreement or contract.
 There are several types of collective bargaining, including composite
concessionary, distributive, integrative, and productivity bargaining.
 In the 2022 midterm elections, voters in Illinois and Tennessee took
opposite positions: either enshrining collective bargaining rights in their
state constitution or restricting union powers.
How Collective Bargaining Works

As noted above, the International Labour Organization (ILO) states that
collective bargaining is a fundamental right available to all workers. This
means that all employees are entitled to present their grievances to their
employers and to be able to negotiate them. According to the ILO, collective
bargaining helps reduce inequalities in the workplace while providing workers
with labor protection.1
Collective bargaining normally takes place between members of corporate
management and labor union leaders, who are elected by workers to
represent them and their interests. Collective bargaining is initiated when
employee contracts are up for renewal or when employers make changes to
the workplace or contracts. These changes include, but aren’t limited to:
 Employment conditions
 Working conditions and other workplace rules
 Base pay, wages, and overtime pay
 Work hours and shift length
 Holidays, sick leave, and vacation time
 Benefits related to issues such as retirement and healthcare
These issues fall into three different categories, which are referred to as
mandatory subjects, voluntary subjects, and illegal subjects. Mandatory
subjects include anything that the law requires of the employer, such as
salary, overtime, and workplace safety. Voluntary subjects include negotiable
things that the law doesn’t require, such as union issues and decisions about
employer board members. Illegal subjects involve anything that violates laws,
such as workplace discrimination.
The goal of collective bargaining is called a collective bargaining agreement.
This agreement is meant to establish rules of employment for a set number of
years. Union members pay for the cost of this representation in the form of
union dues. The collective bargaining process may involve antagonistic labor
strikes or employee lockouts if the two sides have trouble reaching an
agreement.

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Introduction and Definition of Grievance:

A grievance is any dissatisfaction or feeling of injustice having connection

1. Dissatisfaction is anything that disturbs an employee, whether or not the

2. Complaint is a spoken or written dissatisfaction brought to the attention

3. Grievance is a complaint that has been formally presented to a

According to Michael Jucious, ‘grievance is any discontent or

2. The dissatisfaction must arise out of employment and not due to

3. The discontent can arise out of real or imaginary reasons. When

4. The discontent may be voiced or unvoiced, but it must find expression in

5. Broadly speaking, thus, a grievance is traceable to be perceived as non-

The effects are the following:

Need for a Formal Procedure to Handle Grievances:

How Collective Bargaining Works

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