Professional Documents
Culture Documents
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GRIEVANCE
“ grievance is any dissatisfaction or feeling of
injustice in connection with one’s employment
situation that is brought to the notice of
management.”
“a grievance is any dissatisfaction whether
expressed or not, arising out of anything
connected with the company which an
employee thinks, believes or even feels to be
unfair, or unjust.”
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Cont..
According to ILO :-
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Difference between …
DISSATISFACTION
Anything that disturbs an employees, whether or not such unrest is expressed
in words.
COMPLAINTS
It is written or verbal dissatisfaction, brought to the attention of the supervisor
and the union leader. The complaint may or may not specially assign a
cause for dissatisfaction.
GRIEVANCE
It is simply a complaint which has been formally presented in writing, to a
management representative or a union official.
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Grievance …
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CAUSES OF GRIVANCE …
Management policies :- Working conditions :-
GROUP GRIEVANCE
A group grievance is a complaint brought forward which concerns more than
one employee grieving.
POLICY GRIEVANCE
A policy grievance is a dispute involving a question of general application or
interpretation of any article of the collective agreement rather than the
direct management action involving a particular employee.
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If you Receive an Employee Grievance ...
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Essential pre- requisites of a grievance
procedure…
Conformity with statutory provisions
Due consideration must be given to the prevailing legislation while designing the grievance handling
procedure.
Unambiguity
Every aspect of the grievance handling procedure should be clear and unbiguous. All employees should
know whom to approach first when they have grievance, whether the complain should be written, or
verbal, the maximum time in which the redressal is assured, etc.
Promptness
The grievance of employees should be promptly handled and necessary action must be taken
immediately.
Training
The supervisors and the union representatives should be properly trained in all aspects of grievance
handling beforehand or else it will complicate the problem.
Follow- up
The personnel department should keep track to the effectiveness and the functioning of the grievance
handling procedure and make necessary changes from time to time.
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Purpose of the Grievance Procedure …
Allow union members to appeal decisions and resolve problems
Allow employees to voice concerns regarding:
Interpretation of Agreement
Application of Agreement
Compliance with Agreement
Corrective Action
Past Practice
Mutuality (known by both parties)
Consistency
Bridge Effect (more than one contract)
The contract is silent (practice cannot contradict contract)
Keep lines of communication open
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Grievance Timelines …
Refer to the appropriate union contract article/section titled
“Grievance Procedure” for the applicable time limits for
receiving and responding to grievances.
Also note:
Any grievance not answered within the time limits
specified shall be submitted to the next step (Union).
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Preliminary step of grievance
handling …
Open door policy
Under this policy, the aggrieved employees/workers are free to meet the top
executives of the organization and get the grievances redressed.
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Benefits of Early Settlement …
At any point during the grievance process, the parties can
agree to an early settlement. The benefits include:
Quick resolution
Employee frustration avoided
Supervisor credibility
Union credibility
Respect of employees gained
Prolonged conflict avoided
“Local” control maintained
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Steps in the Grievance Process …
The number of steps in the grievance process differ according to
the union involved, but each contain the following:
Oral Grievance
Written Grievance
Grievance Advanced to Employee/Labor Relations
Arbitration
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1-Steps in the Grievance Process …
ORAL GRIEVANCE:
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2 -Steps in the Grievance Process …
WRITTEN GRIEVANCE:
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Conducting the Grievance Meeting …
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Preparing the Grievance Response
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Preparing for Grievance Meeting with
Employee/Labor Relations …
Employee/Labor Relations will facilitate the process at this
step. The process includes:
Schedule ‘prep’ meeting with the department/management
before the date of grievance meeting.
Serve as hearing officer.
Determine who should be involved in the meeting,
including identifying any witnesses.
Determine what information must be captured on record.
Discuss the format of the grievance meeting.
Provide written response.
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4 –Arbitration …
If the matter is not satisfactorily adjusted in the
previous step (Employee/Labor Relations), or an
answer is not given within the time specified, the
union may, by written notice, request the grievance
be advanced to an arbitrator.
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Arbitration cont…
Preparing for the Arbitration Hearing:
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Arbitration cont…
The Arbitration Hearing:
A quasi-judicial process
Gives arbitrator power to issue a decision/award which
may result in:
a win-lose situation
an Arbitrator-crafted decision
Parties lose control of dispute resolution
Costly
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Effective Grievance procedure …
Know your time limit
Resolve grievances at lowest possible step
Keep the grievant informed about the status of the
grievance
Publicize grievances
Use bulletin boards if possible
Keep written records of all grievances (including the
grievance fact sheet and the grievance form)
Understand the value of grievances beyond the
correction of immediate justice.
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