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Presented by: Ajeet kumar thakur

What is Grievance
It is simply a complaint, which has been formally presented in writing, to a management representative or a union official.
GRIEVANCE IN WRITTING

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.

However

for most of the people, the word grievance suggests a complaint that has been ignored or dismissed without due consideration.

Wages and allowance Conditions of work Interpretation of service conditions covering such as Leave, Transfer, Promotion, Seniority, Job Assignment & Termination of Service

When an employee is dissatisfied with his job, for genuine or factual reasons like a breach of terms of employment or any other reasons that are clearly attributed to the management, he is said to have a factual grievance.

When an employees grievance or dissatisfaction is not because of any factual or valid reason but because of wrong perception, wrong attitude or wrong information he has. Such a grievance is called an imaginary grievance.

An employee may have dissatisfaction for reasons that are unknown to himself. This may be because of pressures and frustrations that an employee is feeling from other sources like his personal life.

management policies Wage rates Leave policy Overtime Lack of career planning Role conflicts Lack of regard for collective agreement Disparity between skill of worker and job responsibility

working conditions Poor safety and bad physical conditions Unavailability of tools and proper machinery Negative approach to discipline Unrealistic targets

personal factors Poor relationships with team members Autocratic leadership style of superiors Poor relations with seniors Conflicts with peers and colleagues

EXIT INTERVIEWS

GRIEVANCE PROCEDURE

OPINION SURVEY

DISCOVERY OF GRIEVANCE

OBSERVATION

SUGGESTION BOXES

OPEN DOOR POLICY

Grievance Redressal

CHARGE SHEET Written Explanation Enquiry Officer Mgmt representative Witnesses from both the sides examination Enquiry report punishment

1. 2. 3.

Warning. Making an adverse remark in the service records. Suspension from service without wages for a period not exceeding 7 days.

4.

Fine subject to the provisions of the Payment of Wages Act and rules made there under.

5.

Stoppage of annual increment up to 2 years with or without cumulative effect.

6.

Demotion or reversion to the lower grade, post or scale


with reduced pay as per that lower grade, post or scale.

7.

Discharge or dismissal.

Effects of grievances
On production
low quality production

On manager
Inc. decipline cases

On employee
Inc. accidents

Inc. in waste

Inc the degree of supervision


dec superiorsubordinate relation

Inc. rate of absentism

Inc. per unit cost

Reduce employee morale

Deal with the grievance promptly : Initiate discussion quickly and investigate all the facts. Be accessible : Encourage complaints! Seeing the grievance procedure working effectively is the best advertisement you can have for resolving workplace grievances. Be consistent : Having policies and procedures in place means that all employees are treated in the same way. Admit errors : If you have acted incorrectly or inappropriately say so! Then fix the problem. Closure : Decide your response/action and give a full explanation. This allows the matter to be finalized. Learn from it : The resolution of this grievance should give you practical insight in how to deal with this situation (and possibly others) in the future.

In so far as the grievances of the workers are concerned in TISCO, the issues and interpretation of policies are discussed only at the top management level. The union, however, has the right to take up such matters at the Central Works Committee. Those cases which are pending with the Works committee are not discussed at any other level till the case is withdrawn from the Works Committee.

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