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EMPLOYEE GRIEVANCE

Presented by : Group 12

Anushree Edbor 66Calvin Godinho 70Rashmi Shetty 99Rutika Bade 107Rasika Dalvi 100Manisha Soni 114

Flow of Presentation

1. What is a Grievance?

2. Causes Of Grievance

3. Effects Of Grievances

4. Need For Grievance Procedure

5. Objective of a Grievance-Handling Procedure

6. The benefits of a Grievance Handling Procedure

7. Discovering grievances

8. The model grievance procedure

9. Disciplinary Procedures

10. Essential Prerequisites Of A Grievance Procedure

11. Grievance Management In Indian Industry

12. Case Study

13. Conclusion

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A Grievance is … any dissatisfaction or feeling

of injustice in connection with one’s employment situation that is brought to the notice of the management

any discontent or dissatisfaction, whether exposed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable

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Grievance’s are caused due to…

Inter-personal Factors

1. Poor relationships with team members2. Autocratic leadership style of superiors3. Poor relations with seniors4. Conflicts with peers and colleagues

Working Conditions

5. Poor safety and bad physical conditions6. Unavailability of tools and proper machinery7. Negative approach to discipline8. Unrealistic targets

Management policies

9.Wage rates 10.Leave policy Overtime 11.Lack of career planning 12.Role conflicts 13.Lack of regard for collective agreement 14.Disparity between skill of worker and job responsibility 5

Grievances affect…

Production :

1. Low quality of production2. Low quality of production and productivity3. Increase in the wastage of material, spoilage/leakage of

machinery.4. Increase in the cost of production per unit.

Employees:

5. Increase in the rate of absenteeism and turnover6. Reduces the level of commitment, sincerity and punctuality.7. Increases the incidence of accidents.8. Reduces the level of employee morale.

Managers:

9. Strains the superior-subordinate relations.10. Increases the degree of supervision, control and follow up.11. Increases in disciplinary action cases. 12. Increases in unrest and, thereby, machinery to maintain

industrial peace. 6

Grievance Procedure required because…

1. Disturbs employees morale, productivity and their willingness to cooperate with the organization

2. All complaints of the employees are not settled by first-time supervisors, for these supervisors may not have had a proper training for the purpose, and they may lack authority.

3. It serves as a check on the arbitrary actions of the management.

4. It serves as an outlet for employees gripes, discontent and frustration.

5. In case the trade union or the employees do not like the way the management functions, they can submit their grievance in accordance with the procedure laid down for that purpose. 7

Grievance-Handling Procedures seek...

1. To enable the employees to air his/her grievance

2. To clarify the nature of the grievance

3. To investigate the reasons for dissatisfaction

4. To obtain, where possible, a speedy resolution to the problem

5. To take appropriate actions and ensure that promises are kept.

6. To inform the employee of his or her right to take the grievance to next stage of the procedure, in the event of an unsuccessful resolution.

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Grievance Handling Procedure benefits...

1. Employees to raise concerns without fear of reprisal.

2. Provides a fair and speedy means of dealing with complaints.

3. Employees to prevent minor disagreements developing into serious disputes.

4. Employer’s by saving time and money as solutions are found for workplace problems.

5. It helps to build an organisational climate, based on openness and trust.

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Discovering grievances…

Gossip and grapevine offer vital clues about employee grievances.

Other means of discovering grievances…

1. Observation

2. Grievance Procedure

3. Gripe boxes

4. Open door policy

5. Exit interview

6. Opinion Surveys

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Grievance procedure steps

Identify grievances

Define correctly

Collect Data

Prompt Redressal

Implement and follow

up

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The model grievance procedure…

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In India, a Model Grievance Procedure was adopted by the

Indian Labour Conference in its 16th session held in 1958.

At present, Indian Industries are adopting either the Model

Grievance Procedure or procedures formulated by

themselves with modifications in Model Grievance Procedure.

In other words, the grievance procedures are mostly

voluntary in nature.

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Aggrieved

Employee

Department

Representative

48 hours

HOD3 Days

Grievance

Committee

7 days

CEO7 days

Voluntary

Arbitration

Settlement of grievance

Procedure for Disciplinary Action

1. An accurate statement of disciplinary problem

2. Collection of data or facts

3. Selection of tentative penalties

4. Choice of penalty

5. Application of penalty

6. Follow-up on the disciplinary action

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Essential Prerequisites Of A Grievance Procedure

The grievance procedure, to be sound and effective, should possess certain prerequisites:

1.Conformity with statutory provisions

2. Un ambiguity

3. Simplicity

4. Promptness

5. Training

6. Follow up

Case Study…

Due to a downturn in business within a company an

employee was advised that her position as a

material planner had been selected for redundancy.

The employee was given six weeks notice and

dismissed. The employee appealed her dismissal on

the grounds that an inventory controller’s role was

very similar, however, had not been pooled as part of

the redundancy process.

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Limitation of implementation

The existing labour legislation is not being implemented properly by employers.

There is a lack of fairness on their part.

Welfare Officers have also not been keen on protecting the interests of workers in the organised sector.

In certain cases, they are playing a dual role.

It is unfortunate that the public sector, which should set up an example for the private sector, has not been implementing labour laws properly.

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