Grievance Handling

Presented by
4/29/12

What is a Grievance?

Every employee has certain expectations, which he thinks must be fulfilled by the organization he is working for. When the organization fails to do this he develops a feeling of dissatisfaction. When an employee 4/29/12 feels something is unfair in the

Thus, we can define Grievance Handling as: A complaint of one or more workers in respect of wages, allowances, conditions of work and interpretation of service stipulations covering such areas as overtime, leave, transfer, promotion, seniority, job assignment, and termination of service. -International Labour Organisation

4/29/12

GRIEVANCES AND GRIEVANCE HANDLING

1. Grievances or conflicting thoughts are part of industrial life. 2. It is essential to bring this conflict to the surface. 3. All conflicts cannot be eliminated but their exposure will contribute towards their reduction.
4/29/12

4. Such exposures lead to

Causes
1. Economic

Wage fixation Overtime Wage revision Work Environment Poor physical condition of workplace Tight production norms Defective tools and equipment Poor quality of material Unfair rules
4/29/12

2.

Lack of reorganization etc.

Causes
4. Work Group Employee is unable to adjust with his colleagues, suffers from feelings of neglect, victimization and becomes an object of ridicule and humiliation etc. 5. Miscellaneous Issues relating to certain violations in respect of promotions Safety methods Transfer 4/29/12

METHODS OF BRINGING CONFLICT TO SURFACE

Grievance procedure Direct observation Suggestion boxes Personal counselor Exit interviews Miscellaneous channels

4/29/12

CHARACTERISTICS OF GRIEVANCES

It may be unvoiced or expressly stated. It may be written or oral It may be valid, legitimate or untrue or false. It may relate to the organizational work. An employee may feel an injustice has been done. It may affect the performance or work. Grievances generally give rise to 4/29/12

TYPES OF GREIVANCE

(a) Visible grievances (b) Hidden grievances An employee may feel that there has been an infringement of his rights. Grievances exist in the minds of individuals. 4/29/12

NEED FOR GRIEVANCE PROCEDURE

Identification and analysis of grievances, nature nod causes. Helps at formulating and implementing the policies and programmes. It 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 . Reduces personality conflicts
4/29/12

Provides avenues to present the problems.

GRIEVANCE REDRESSAL SYSTEM

Enables the parties to resolve differences in peaceful, orderly and expeditious manner. Enables the parties to investigate and discuss the problem (i) Open-door policy (ii) Step ladder type (iii) Grievance handling committee

4/29/12

BASIC ELEMENT OF GRIEVANCE PROCEDURE

Existence of sound channel. The procedure should be simple, definite and prompt. It should be clearly defined. Helpful attitude of management. Fact-oriented system. Respect for decisions. Adequate publicity. Periodic 4/29/12 Review.

1. Receive and define the nature of dissatisfaction. (a) Manner and attitude when complaint is received

STEPS IN HANDLING GRIEVANCES

4/29/12

DOS IN HANDLING GRIEVANCES

1. Investigate and handle each case carefully 2. Talk to the employee. 3. Enforce the time limit. 4. Visit the work area or place of grievance.
4/29/12

8. Evaluate grievance. 9. Permit full hearing. 10. Identify the relief an employee is expecting. 11. Command the respect of all. 12. All discussions privately. 4/29/12

Handling Grievances Effectively

Treat each case as important and get the grievances in writing. Talk to the employee directly. Encourage him to speak the truth. Give him a patient hearing. Discuss in a private confidentiality, if necessary. place. Ensure

Handle each case within a time frame.

4/29/12 Refer company Policy in each case. Inform

Get all relevant facts about the grievance; examine the personal records of the aggrieved worker. See whether any witness are available and visit the work area. Control your emotions, your remarks and behavior. Maintain proper records and follow up the action taken in each case.

4/29/12

Thank You
4/29/12