GRIEVANCE PROCEDURE

Prepared By :
Jayana Modi
Gitika Sarin
Sudaksh Pandey
Grievance
 According to Michael Jucius, “ A grievance can be
any discontent or dissatisfaction, whether
expressed or not, whether valid or not, and
arising out of anything connected with the
company that an employee thinks, believes, or
even feels as unfair, unjust, or inequitable.”
 A grievance means any discontentment or
dissatisfaction in an employee arising out of
anything related to the enterprise where he is
working. It may not be expressed and even may
not be valid.
Nature of Grievance
Grievances are symptoms of conflicts in the enterprise.

While dealing with grievances of subordinates, it is necessary to

keep in mind the following points:

 A grievance may or may not be real.

factual
Imaginary
Disguised

 Grievance may arise out of not one cause but multifarious

causes.

 Every individual does not give expression to his grievances.

 Grievances Classification
(1) Grievances resulting from working conditions
 Improper matching of the worker
 Changes in schedules or procedures.
 Non-availability of proper tools, machines and equipment for doing
the job.
 Unreasonably high production standards.
 Poor working conditions.
 Bad employer – employee relationship, etc.

(2) Grievances resulting from management policy

 Wage payment and job rates.
 Leave.
 Overtime.
 Seniority and Promotional.
 Transfer.
 Disciplinary action.
 Lack of employee development plan.
 Lack of role clarity.
Grievances Classification

 (3) Grievances resulting from personal

maladjustment

 (i) Over – ambition.

 (ii) Excessive self-esteem

 (iii) Impractical attitude to life etc.

GRIEVANCE PROCEDURE IN
INDIAN INDUSTRY
• The 15th session of Indian Labor Conference held in 1957
emphasized the need of an established grievance procedure
for the country which would be acceptable to unions as well as
to management.
• In the 16th session of Indian Labor Conference, a model for
grievance procedure was drawn up. This model helps in
creation of grievance machinery.
• According to it, workers’ representatives are to be elected for
a department or their union is to nominate them.
Management has to specify the persons in each department
who are to be approached first and the departmental heads
who are supposed to be approached in the second step.
• The Model Grievance Procedure specifies the details of all the
steps that are to be followed while redressing grievances.
Establishing a Grievance Procedure
Grievance procedure
 Grievance procedure is a formal communication
between an employee and the management designed
for the settlement of a grievance. The grievance
procedures differ from organization to organization.

1. Open door policy

2. Step-ladder policy
3. Exit Window
4. Grip Box
5. One to One Interview
ESSENTIALS OF A GRIEVANCE PROCEDURE

A grievance procedure should incorporate the

following features:
 1. Conformity with existing legislation: The
procedure should be designed in conformity with
the existing statutory provisions.
 2. Acceptability: Everybody must accept the
grievance procedure. In order to be generally
acceptable.
 3. Simplicity: The procedure should be simple
enough to be understood.
ESSENTIALS OF A GRIEVANCE PROCEDURE

 4. Promptness: Speedy settlement of a

grievance is the cornerstone of a sound
personnel policy. It should be remembered that
justice delayed is justice denied. The procedure
should aim at a rapid disposal of the grievance.
 5. Training: Supervisors and the union
representatives should be given training in
working of the grievance procedure.
 6. Follow-up: The personnel department should
review the working of the grievance procedure
periodically and necessary changes should be
introduced to make it more effective.
Conclusion

 The impact of employee grievances may have a

significant and long-lasting negative impact on the
organization. The impact may be even more severe if
it is a collective grievance i.e., several employees
share the same concern. To avoid any such problem,
the manager must handle all cases of grievances with
speed and sensitivity. He should not underestimate the
situation until it has been resolved to the complete
satisfaction of employee(s) and management.