Grievance Handling

GRIEVANCE HANDLING
MEANIG OF GRIEVANCE
A SIGN OF EMPLOYEES DISCONTENT WITH THE JOB AND ITS NATURE.
Could be a difference between expectation of the employees and

prevailing management practice.
Can be any dissatisfaction or feeling of injustice in connection with ones

employment situation that is told to management.
Any discontent or dissatisfaction, exposed or not, valid or not, but arising

out of anything connected with the organization =
which an employee
thinks, believes or even feels to be unfair, unjust and inequitable.
Problem submitted by employee or group of employees of various types.
May be concerning the situation or may likely to affect the terms and
conditions of one worker or more.
It can result in considerable loss to company, employee morale effective

and productivity.
Accumulation of grievance may lead to strikes, lockouts and various forms

of conflicts.
Proper disposal any grievance is a must for good IR.
DIFFERENT AREAS OF GRIEVANCES.
Grievances resulting from working conditions.

a)
Poor physical conditions of work place.
b)
Lack of proper tools, machines and equipment.
c)
Frequent changes in schedules or procedures.
d)
Rigid production standards
e)
Improper matching of the workers with the jobs.
f)
Poor relationship with the concerned supervisor.
Grievances resulting from the managements policy and practices.

a)
Poor payment
b)
Lack of job security.
c)
Inadequate benefits such as medical benefit, leave travel concession etc.
d)
Leave facility
e)
Seniority, Transfer, Promotion
f)
Lack of career planning and development.
g)
Hostility towards labour union.
h)
Defective leadership style.
i)
Communication Gap
Grievances resulting from alleged violations of

a)
Collective bargaining agreements
b)
Central and State Laws
c)
Common Rules.
Grievances resulting from personal maladjustments.

d)
Over ambition
e)
Excessive self-esteem.
CAUSES OF GREIVANCES - Discussed with in details.
A.
Employee Expectations on payments bonus adjustments of overtime,

unequal treatments, equal payment, etc. etc.
B.
Improper working environments.
C.
Organizational Changes implementation of revised policies and working

conditions etc.
D.
Interpersonal issues employees inter-se not able to adjust themselves - bias

favoritism discrimination nepotism - cast affiliations regional feelings.
E.
Attitude of the Supervisors The attitude of supervisors towards the

employees bias favoritism discrimination on any grounds nepotism cast
affiliations and regional feelings etc.
F.
Other reasons may be violations in respect of promotions, safety methods,

transfer, disciplinary rules, fines, granting of leaves, medical facilities, etc.
GRIEVANCE HANDLING PROCEDURES
Most significant channel through which dissatisfaction of employees are

communicated to management.
It will be a multistep process through which disputes can be resolved.
The resolution of grievance shall also be in a orderly, peaceful and

expeditious manner.
STEPS
Management designates the persons for each of the various departments to

be approached by works and department heads for handling grievances.
A grievance committee can also be created with representatives of workers

and management.
Following guidelines can be followed:-
Form a Grievance Redressal Cell to attend to and settle grievances.
Grievance should be related to any issue or any employee of the organization.
Aggrieved party should be met personally and should be allowed to express

his grievance fully.
Irrespective of the nature of grievance it should be resolved within a

particular time frame.
Grievance be put forth in writing.
Laws and legalities related to grievances must be studied carefully to bring a

proper solution.
Procedures and formalities relating to the grievances redressal be fully

complied with.
Create positive environment so aggrieved employee could be comfortable and

relaxed to place his grievance for redressal.
Place suggestion boxes at each place and attend to suggestions received by

management for in connection with grievance redressal.
Gather all the facts regarding the issue put-forth by the employee to
understand the implications of the grievance for unbiased solution.
Grievance redressal procedures in India

1.
Present Grievance Aggrieved employee presenting his case verbally to

person appointed by management.
2.
Submit to the department head. In the second step if the aggrieved

employee is unsatisfied with the decision or the concerned person does not
answer with the time frame, the employees can approach the Dept. Head wo
will answer within three days.
3.
Grievance committee The aggrieved employee can approach Grievance

committee in case of satisfaction with the response from Dept. Head. The
committee to communicate its recommendation within 3 days.
4.
Appeal to Management - The aggrieved employee can file revision petition

to the management when he is unsatisfied with the decision of grievance
committee.
5.
Voluntary Arbitrator. I case he employee is still left unsatisfied his grievance

may be subsequently referred to voluntary arbitrator
who will look into the case and redress the grievance.
6.
Voluntary Arbitrators are private individuals to hear and decide labour

disputes and the issues arising out of he implementation of the company
personal polities.
Grievance Procedure followed in Tata Steel Limited
Following stages.
Stage 1 - The worker fills in a grievance form and submits the same to the shift in
charge for information and consideration.
Stage 2 - In case, he is not satisfied with the decision, he goes to the department
head for the settlement of his grievance.
Stage - - If the aggrieved employee is still dissatisfied, he forwards it to the

appropriate chairman of the zonal works committee (ZWC).
Stage 4 If the (ZYC) DOES NOT REACH TO a unanimous decision or the decision is not
accepted by the employee, the grievance is then, forwarded to the central works
committee. The committee consist of top management reps. and union officials.
If this committee also does not bring an unanimous decision, the matter is referred
to the chairman of the company. His or her decision shall be binding on both the
parties.
To sum it up:
The stage at which the grievance is settled indicates the trouble free
climate and spirit that prevail in the organization among all types of
employees.
END - THANKS

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A SIGN OF EMPLOYEES DISCONTENT WITH THE JOB AND ITS NATURE.

Could be a difference between expectation of the employees and

Can be any dissatisfaction or feeling of injustice in connection with ones

Any discontent or dissatisfaction, exposed or not, valid or not, but arising

Problem submitted by employee or group of employees of various types.

It can result in considerable loss to company, employee morale effective

Accumulation of grievance may lead to strikes, lockouts and various forms

Proper disposal any grievance is a must for good IR.

DIFFERENT AREAS OF GRIEVANCES.

Grievances resulting from working conditions.

Poor physical conditions of work place.

Lack of proper tools, machines and equipment.

Frequent changes in schedules or procedures.

Rigid production standards

Improper matching of the workers with the jobs.

Poor relationship with the concerned supervisor.

Grievances resulting from the managements policy and practices.

Lack of job security.

Inadequate benefits such as medical benefit, leave travel concession etc.

Seniority, Transfer, Promotion

Lack of career planning and development.

Hostility towards labour union.

Defective leadership style.

Grievances resulting from alleged violations of

Collective bargaining agreements

Central and State Laws

Grievances resulting from personal maladjustments.

CAUSES OF GREIVANCES - Discussed with in details.

Employee Expectations on payments bonus adjustments of overtime,

Improper working environments.

Organizational Changes implementation of revised policies and working

Interpersonal issues employees inter-se not able to adjust themselves - bias

Attitude of the Supervisors The attitude of supervisors towards the

Other reasons may be violations in respect of promotions, safety methods,

GRIEVANCE HANDLING PROCEDURES

Most significant channel through which dissatisfaction of employees are

It will be a multistep process through which disputes can be resolved.

The resolution of grievance shall also be in a orderly, peaceful and

Management designates the persons for each of the various departments to

A grievance committee can also be created with representatives of workers

Following guidelines can be followed:-

Form a Grievance Redressal Cell to attend to and settle grievances.

Grievance should be related to any issue or any employee of the organization.

Aggrieved party should be met personally and should be allowed to express

Irrespective of the nature of grievance it should be resolved within a

Grievance be put forth in writing.

Laws and legalities related to grievances must be studied carefully to bring a

Procedures and formalities relating to the grievances redressal be fully

Create positive environment so aggrieved employee could be comfortable and

Place suggestion boxes at each place and attend to suggestions received by

Grievance redressal procedures in India

Present Grievance Aggrieved employee presenting his case verbally to

Submit to the department head. In the second step if the aggrieved

Grievance committee The aggrieved employee can approach Grievance

Appeal to Management - The aggrieved employee can file revision petition

Voluntary Arbitrator. I case he employee is still left unsatisfied his grievance

Voluntary Arbitrators are private individuals to hear and decide labour