(9) Grievance Handling

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Grievance

&

Grievance Handling


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a written complaint filed by an

employee and claiming unfair

treatment

Dale Yoder

any dissatisfaction or feeling of

injustice in connection with ones

employment situation that is brought

to the notice to the management

Beach


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a grievance is a 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 oreven feels to be unfair, unjust or

inequitable

Jucious


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Features

Any form of discontent

Dissatisfaction must arise out of employment

Discontent can arise out of real or imaginary

reasons

Discontent may be voiced or unvoiced

Grievance is perceived non-fulfillment of onesexpectation


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Causes of Grievances

Economic reasonsSupervision

Work group

Individual advancement


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2 On the employees

Increased absenteeism and turnover Reduced level of commitment, sincerity

and punctuality

Increased incidence of accidents

Reduced level of employees morale


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On the managers

Strained superior-subordinate relationsIncreased degree of supervision, control and

follow up

Increased indiscipline cases

Increased unrest


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Importance of Grievance Handling

Grievance seriously disturbs the employees

First line supervisors may not settled all the

complaints

Check on the arbitrary actions onmanagement

Serves as an outlet for employees frustration

Means of upward communication

uniformity

Confidence to the workers


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The Discovery of Grievance

Observation

Grievance procedure

Gripe boxes

open-door policy

Exit interviews

Opinion-surveys


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Pre-requisites of a Grievance Procedure

Conformity with statutory provisionsUnabiguity

Simplicity

Promptness

Training

Follow-up


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Steps in the Grievance Procedure

Receiving and defining the grievanceGetting the facts

Analysing the facts

Taking an appropriate decision

Communicating the decision

Getting the reactions of decision


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Model Grievance Procedure

Present grievance to the officer designated by

managementanswer with 48 hours

Present grievance to the head of department-answer

within 72 hours

Present grievance to the grievance committee-answer

with 7 seven,final decision of the management is

communicated within 3 days after the receipt of the

grievance committee recommendationAppeal to management-answer within 2 weeks

Refer grievance within 1 week to voluntary

adjudication


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Some Procedural Matters

A grievance shall be assumed dispute only

when final decision of the top management isnot acceptable to the worker

Orders must be compiled before the procedure

is activated

Right to access any document by workers

representative in grievance committee

Time limit 72 hours for appeal excluding

holidays


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Necessary help by management for smooth

functioning of grievance machinery

Payment for the time that has spent on the

redress of grievances

In case of discharge or dismissal the above

procedure does not apply


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Get all related facts about the grievance.

Examine the personal records of the aggrieved

worker.Visit the work area . Find out wherethe things have gone wrong and who is at fault.

Gather the information from the union

representative, what he has to say. Give shortreplies uncovering the truth as well as

provisions. Treat him properly.

Control your emotions, your remarks and

behavior.

Maintain proper records.


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(9) Grievance Handling

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