Grievance Management _ human Resource management
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Transcript of Grievance Management _ human Resource management
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SONAM GUPTA
NITI YADAV
SUMANT
SOHAAN KAPOOR
VAIBHAV SAX ENA
PARITOSH
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What is a grievance?
A grievance is a formal dispute between an employee & management on the conditions of employment.
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What is a grievance?
Grievances are complaints that have been formally registered in accordance with the grievance procedure.
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What is a grievance?
A grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of the management.
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W’s of Grievance Handling… WHO is involved WHEN did it happen WHERE did it happen WHAT happened (EXACTLY) WHY is it grieve-able
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Causes of grievances... Concerning wages. Concerning supervision.
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Causes of grievances... Concerning individual advancement
and adjustment. General working condition. Collective bargaining. Management policy.
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Grievance - Effects ON PRODUCTION
Loss of interest in work Poor quality of production Increase in wastage or costs
ON THE EMPLOYEE Indiscipline Absenteeism
ON THE MANAGER Disobeying of orders Disharmonious relation
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Grievance Procedure Steps in Unionized Organizations
Step1: The aggrieved employee verbally explains his grievance to his immediate supervisor.
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Step 2:
The higher level manager goes into the grievance and gives his decision on the matter.
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Step 3: Grievance is to be submitted to the Grievance Committee.This committee, which is composed of some fellow-employees, the shop steward or a combination of union and management representatives, considers the record and may suggest a possible solution. It may call upon the grievant to accept the employer's proposed settlement.
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Step 4: If the decision or suggestion of the
Grievance Committee is not accepted by the grievant, he may approach the management or the corporate executive.
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Step 5: The final step is taken when the
grievance is referred to an arbitrator who is acceptable to the employee as well as the management.
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Do’s Identify the relief the union is
seeking. Fully inform your own superior of
grievance matters. Hold discussions privately. Command the respect of the union
representatives. Examine the grievant personal
record. Treat the union representative as
your equal. Get the union to identify specific
contractual provisions allegedly violated.
Enforce the contractual time limits.
Don’t’s Make agreements with individuals
that are inconsistent with the labor arrangements.
Hold back the remedy if the company is wrong.
Admit the binding effect of a past practice.
Relinquish your authority to the union.
Apply the grievance remedy to an improper grievance.
Argue grievance issues off the work premises.
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GRIEVANCE REDRESSAL PROCEDURE IN INDIA
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THE FACTORY ACT ( 1948)
THE STANDING ORDERS ( 1946)
THE INDUSTRIAL DISPUTES ACT ( 1947)
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LACK OF FAIRNESS WELFARE OFFICERS ARE NOT KEEN ON PROTECTING
PLAYING DOUBLE ROLE
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UNFORTUNATE THAT PUBLIC SECTOR, WHICH SHOULD SET AN EXAMPLE FOR PRIVATE SECTOR, HAS NOT BEEN IMPLEMENTING LABOUR LAWS PROPERLY
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MODEL GRIEVANCE PROCEDURE
FOREMAN
SUPERVISOR(2)
HEAD OF DEPARTMENT(3)
GRIEVANCE COMMITTEE(7)
MANAGER(3)
ARBITARY(7)
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After resolving grievanceEmployees will be like…
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Sonam Gupta Bewafa Hai!!!!
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