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    HRM PPT Sem 4

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    Palak Lamba
    The document discusses employee grievances in an organization, including what constitutes a grievance, potential causes of grievances such as inadequate pay or working conditions, different types of grievances relating to issues like bullying or workload, and the proper procedures for handling grievances which include initiating a grievance process, investigating the complaint, holding a hearing, making a decision and allowing for appeals.

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    HRM PPT Sem 4

    Uploaded by

    Palak Lamba
    53 views10 pages
    The document discusses employee grievances in an organization, including what constitutes a grievance, potential causes of grievances such as inadequate pay or working conditions, different types of grievances relating to issues like bullying or workload, and the proper procedures for handling grievances which include initiating a grievance process, investigating the complaint, holding a hearing, making a decision and allowing for appeals.

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    HRM PPT SEM 4

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    The document discusses employee grievances in an organization, including what constitutes a grievance, potential causes of grievances such as inadequate pay or working conditions, different types of grievances relating to issues like bullying or workload, and the proper procedures for handling grievances which include initiating a grievance process, investigating the complaint, holding a hearing, making a decision and allowing for appeals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    53 views10 pages

    HRM PPT Sem 4

    Uploaded by

    Palak Lamba
    The document discusses employee grievances in an organization, including what constitutes a grievance, potential causes of grievances such as inadequate pay or working conditions, different types of grievances relating to issues like bullying or workload, and the proper procedures for handling grievances which include initiating a grievance process, investigating the complaint, holding a hearing, making a decision and allowing for appeals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    Palak lamba

    BBA IV E1
    05721101720

    SUBJECT- HRM

    TOPIC- EMPLOYEE
    GRIEVANCES
    WHAT IS EMPLOYEE GRIEVANCE?
    An employee grievance is a complaint or
    concern that an employee has with regards
    to:-

    Place of work Policies


    Scope of work

    Manager Colleagues
    WHAT IS EMPLOYEE GRIEVANCE?
    It is a dissatisfaction that an employee has
    with the company.
    It may be expressed or unexpressed.
    An employee may feel disturbed because of
    an unfair treatment that he received at work.
    A minor dissatisfaction is not a grievance.
    When a complaint remains unattended and
    the employee concerned feels a sense of lack
    of justice, the dissatisfaction grows and
    assumes the status of grievance.
    CAUSES OF EMPLOYEE GRIEVANCE
    There are various factors that leave an employee
    unhappy and dissatisfied at the workplace. They become
    a cause of concern and results in a demotivated staff.

    Inadequate Wages and Bonus

    Unachievable and Irrational Targets and Standards

    Bad Working Conditions CAUSES


    OF
    Inadequate Health and Safety Sevices GRIEVANCE

    Strained Relationship Amongst the Employees

    Layoffs and Retrenchment

    Lack of Career Planning and Employee Development Plan


    1) Pay and
    benefits 2) Bullying
    grievances grievances

    TYPES OF
    EMPLOYEE
    GRIEVANCE

    3) Working
    4) Workload
    conditions
    grievances
    grievances
    HANDLING EMPLOYEE GRIEVANCES
    Here are five key actions to deal with a workplace
    grievance.

    1) Initiate the grievance procedure.


    By law, every company should have a formal, written grievance
    procedure. This written procedure should tell employees whom
    to contact if they have an issue and should set out the steps of
    the process and the time limits for each stage.

    2) Investigate the grievance.


    While not always necessary, you may need to take some time to
    investigate the complaint. In particular, if the issue involves other
    members of staff, they will need to be notified and given a chance to
    explain their positions or to give their own evidence.
    3) Hold a grievance hearing.
    The next key action is to hold the formal meeting where the
    employee will set out their grievance and provide any evidence to
    back up their case. All parties should attend this grievance hearing.

    4) Make your decision and inform the employee.


    After the meeting, you will make your decision. You may decide to
    uphold the staff member’s grievance in full or in part, or you may
    reject it. If you uphold it, or parts of it, you need to identify the
    action that will be taken. Write to the employee, telling them what
    your decision is.

    5) Take further action.


    If the employee does not accept the decision, they have the right to
    an appeal. Again, your policy should outline the appeals process
    that will be followed when an employee wants to take the grievance
    further.

    ‍
    CATEGORIES OF EMPLOYEE
    GRIEVANCE
    S.NO. CATEGORY EXPLANATION
    1. INDIVIDUAL/ One person feels he has been
    PERSONAL mistreated.
    GRIEVANCE

    2. GROUP When several employees feel


    GRIEVANCE they have been mistreated in the
    same way.

    3. UNION/POLICY Grievance filed by the union on


    GRIEVANCE behalf of a group of individuals
    or the whole bargaining unit or
    on behalf of an individual who
    refuses to file it.
    WHAT IS GRIEVANCE REDRESSAL
    Grievance redressal means receiving complaints from the
    employees and solving them to their satisfaction.
    As an HR professional, it must
    be a daily business for you to
    deal with employee grievances.
    The grievances may be genuine
    or sometimes illusory to the
    employees who feel dissatisfied with their job or the
    management.
    The employee should request in writing that their appeal will
    be heard and inform you what their grounds for appeal are. 

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