WELCOME

GRIEVANCEAn official statement of a complaint over

something believed to be wrong or unfair..Dissatisfaction of any state or feeling of

discontent.Dissatisfaction orally made known by one

employee to another is a complaint. A complaint becomes grievance when

brought to be notice of the management.

GRIEVANCE DEFINITION: According to FILLIPO, “ The term would

include any discontent and dissatisfaction that affects organizational performance. It can either stated or unvoiced, written or oral”.

Grievance generally gives rise to unhappiness , frustration , indifference, discontent poor morale and poor efficiency.

“THAT IS CHANGE IN ATTITUDE, PERCEPTION AND BEHAVIOUR”.

Characteristics of grievance handling:

It may be unvoiced or expressly stated.It may be written or oral.It may be valid , untrue or false.It may relate to the organizational work.An employee may feel an injustice has been

done.It may affect the performance of work.

GRIEVANCE PROCEDURES:

Basic element of grievance procedure:Existence of sound channelThe procedure should be simple, difinite and

prompt.It should be clearly defined.Helpful attitude of management.Fact oriented system.Respect for decisions.Adequate publicity.Periodic review.

Need for grievance procedure:Identification and analysis of grievance in nature.Helps at formulating and implementing the

policies and programsIt is problem solving , dispute settling mechanism.Strengthen good industrial relationship.It detects the flaws in working conditions and

helps to take corrective measures.Build good morale , maintains code of discipline.

Brings uniformity in handling grievances.

It develops faith of employees.

Reduces personality conflicts.

It acts as a pressure value.

Provides judicial protection to the employees.

Types:Individual grievance: An individual grievance is a complaint that

an action by management has violated the rights of an individual as set out in the collective agreement or law, or by some unfair practice.

Examples of this type of grievance include: discipline, demotion, classification disputes, denial of benefits,

Group grievance: A group grievance is a complaint by a

group of individuals, for example, a department or a shift that has been affected the same way and at the same time by an action taken by management.

Policy grievance: A policy grievance is a complaint by

the union that an action of management (or its failure or refusal to act) is a violation of the agreement that could affect all who are covered by the agreement

Union grievance: A union grievance may involve a

dispute arising directly between the parties to the collective agreement

Methods of knowing grievance:

1. Direct observation.2. Suggestion boxes.3. Open door policy.4. Exit interview.5. Questionnaire or interviewing method

Grievance redressal procedureEnables the parties to resolve differences in

peaceful orderly and expeditions manner. enables the parties to investigate and

discuss the problem. 1. open door policy 2. step ladder type 3. grievance handling committee

Nature of grievance that fall forredressal under grievance procedure: complaints affecting one or more

individual workers in respect of their wage, payment of overtime, bonus, railway fair, leave, transfer, promotions, increments, etc..

there are difference stages for redressal of grievances., that is.,

First stage is., Employee shall represent his grievance

either in person or in writing to the welfare offices or any other officer in the department

(the higher officer should be sent to the worker under the signature of the manager/HOD with in 10 days..)

Second stage is., (area level) forward grievance to the

grievance committee constituted at area level. Which consists of

1. G.M of the area, 2.Manager /HOD 3.area personnel dept – head.

Third stage is., (appellate authority – corporate level)

if the employee is not satisfied with the reply given by the grievance committee at area level , he can represent the matter to the director at corporate level.

THANK YOU

P.SARANYAI-M.COM

BY