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Published by rashmi_shantikumar

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Published by: rashmi_shantikumar on Jan 08, 2010
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Q1: What is a Grievance Procedure? Steps involved in a GrievanceProcedure. Give a model redressal format for introduction in anorganization?An organization is a joint place where various people of different characteristics work under a common roof. As such,existence of difference of opinion has become a common subjectnowadays with the employeesgetting dissatisfied with variousaspects of their work environment, such as the attitude of themanager, policy of the company, working conditions, or behaviourof colleagues. Employers & superiors mostly try to ignore orsuppress grievances for as long as possible. But they cannot besuppressed for long as Grievance acts as rust which corrodes thevery fabric of organization. An aggrieved employee is a potentsource of indiscipline and bad working. Thus, grievance is oneemotion that plays a vital role in any organization.A grievance can be defined as any sort of dissatisfaction,which needs to be redressed in order to bring about the smoothfunctioning of the individual in the organization. Real orimaginary, legitimate or ridiculous, rated or unvoiced, written ororal, it however finds expression in some form of the other.– In employment law, a grievance is a formal, itemized complaintto management that it has treated one or more employeesunfairly or has violated the contract or collective bargainingagreement.
Forms of Grievances
: A grievance can take the following forms,viz;
1. Factual:
hen legitimate needs of employees remainunfulfilled, e.g., wage hike has been agreed but not implementedciting various reasons.2.
When an employee’s dissatisfaction because of awrong perception, wrong attitude or wrong information he has. Though management is not at fault in such instances, still it hasto clear the fog’ immediately.c)
mployee may have dissatisfaction for reasonsthat are unknown to himself like pressure from family, friends,relatives, neighbours, 
Causes of Grievances
:Grievances may occur for a number of reasons:a)
Wage fixation, overtime, bonus, wage revision,etc..b)
Work Environment:
Poor physical conditions of workplace,tight production norms, defective tools and equipment, poorquality of materials, unfair rules, lack of recognition, etc.c)
ttitudes of the supervisor towards theemployeeSuch as bias, favouritism, nepotism, caste affiliations, regionalfeelings,d)
Work group:
feelings of neglect, victimization, object of ridicule andHumiliation, etc.e)
certain violations in respect of promotions,safety methods, transfer, disciplinary rules, fines, granting leave,medical facilities, etc. 
Effects of Grievance:
Grievances, if they are not identified andredressed, may affect adversely the workers, managers and theorganization. Some of the effects are;1.Increase in absenteeism, turnover, and commitment of employees.2. Reduces the level of sincerity, employee morale, dedicationto work & increases accidents in the workplace.
Strains relationships between the managers & workersincrease in the level of control & supervision & disciplinaryactions leading to more industrial disputes.4.Low quality of production, increase in the wastage of materials, leakages…5.Increases the cost of production.
Grievance Redressal
: there are 2 types of Grievance Redressal,viz;1.Formal Grievance Redressal
2.Informal Grievance Redressal.
Grievance Procedure / the Formal Grievance Redressal :
Step by stepprocessanemployeemust follow to get his or hercomplaintaddressed satisfactorily. In this process,theformal(written) complaint moves from one level of authority(of thefirmand theunion) to the next higher level. Grievance procedures are typically included in union (collectivebargaining) agreements.A systematic grievance procedure isbest means to highlight employee dissatisfaction at variouslevels. Management, to this end, must encourage employees touse it whenever they have anything to say.
Model Grievance Procedure & the Steps involved in aGrievance Procedure:
 The grievance procedure mainly being avoluntary measure, was adopted by the Indian Industries duringthe 16
Indian Labour Conference in 1958. Despite differencesbetween organizations, the common four phase model is largelyapplied by all industries. The four stages of the machinery arebriefly discussed here:
An aggravated employee shall just present his grievanceverbally in person to the officer designated and the answershould be given within 48hrs.
If the worker is not satisfied with the answer, he along withone department representative will present the grievance tothe departmental head. He will give his judgment in 3 daysor state the reason for delay.
If he is not satisfied yet, then he may be requested to referthe case to the grievance committee. The grievancecommittee will make recommendation within seven days.Management has to implement it,
If even then he remains unsatisfied, he can report to thehigher tier of the management for revision.
If the worker is still not satisfied with the decision then theunion may ask for voluntary arbitration and the decision of which will be binding on both the parties.
Informal Grievance Redressal Method
: the aggrievedemployee can directly approach his shift incharge or the section

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