HANDLING EMPLOYEE GRIEVANCES

HANDLING EMPLOYEE GRIEVANCES A grievance is defined as any real or imagined feeling of personal injustice that an employee has about the employment relationship refers to a formal complaint by employees who believe they have been shortchanged and thus deserve to be heard refers to any complaint regarding the terms and conditions of employment or a formal dispute that is brought to the attention of either the management or the labor union for settlement in a unionized organization a feeling that arises from imaginary conditions or from incorrect reasoning is still a grievance if it causes a feeling of injustice .

reaction to events in their day-today relations at their jobs. with their supervisors and coworkers The way in which policies and practices are understood may differ from what manager intends due to differences in individual backgrounds\an aggrieved employee should be encouraged to air his gripes to unburden himself. to get off his chest whatever is bothering him .NATURE OF GRIEVANCES Individual Differences Individual differences include attitude.

NATURE OF GRIEVANCES« Attitude of the Supervisor It is true that no supervisor can eliminate every grievance but he can reduce them to a minimum if he knows how to locate and handle it A supervisor who takes a hostile attitude towards an employee who airs a complaint or grievance is apt to discourage employees from bringing out their gripes which result in employee dissatisfaction which accumulates and lowers morale The airing of grievances should be regarded by management as an opportunity to promote understanding and improve employeremployee relations .

A violation of management or the union of the labor agreement or collective bargaining agreement (CBA) 2. Violations of Philippine law on labor. Faulty supervision due to: ‡Dictatorial tendencies of a supervisor ‡Refusal to listen to employee complaint ‡Unfair or inconsistent disciplinary actions ‡Display of take-it-or-leave-it attitudes for subordinates ‡Unclear and insufficient instructions ‡Failure to inform employee of changes .CAUSES OF GRIEVANCES 1. Vague provisions of the CBA that lead to its different interpretations 3. Unfair treatment of a subordinate by the supervisor or ineffective or inadequate supervision 4. health and/or safety 5.

. Both parties have the right to be heard. both parties are equally responsible to listen without interrupting.RIGHTS AND RESPONSIBILITIES IN GRIEVANCE RESOLUTION Employees and managers have some separate and distinct rights and responsibilities in grievance resolutions. The manager has the right to expect a certain level of productivity from the employee but has the responsibility to provide a work environment that makes this possible. but many overlap. The employee has the right to a positive work environment but has the responsibility to communicate needs and discontent to the manager.

RIGHTS AND RESPONSIBILITIES IN GRIEVANCE RESOLUTION« The manager has the right to expect employees to follow rules but has responsibility to see that these rules are clearly communicated and fairly enforced Both the manager and the employee must show good will in resolving grievances. .

discuss informally any problem relating to his conditions of employment with his supervisor b. without resorting to formal grievance procedures. An employee shall have the right to appeal decisions on grievances to such competent authorities as provided for in this Rule f. A complaint or grievance shall be considered not only in relation to its alleged object. Complaints and/or grievance shall be resolved at the lowest possible level in the agency d.PRINCIPLES IN GRIEVANCE PROCEDURE Section V of Rule XII requires that each department or agency shall establish a grievance procedure which shall conform to the following principles: a. Grievance proceedings shall not be bound by formal legal rules and technicalities e. In presenting a complaint or grievance. the employee shall be assured freedom from coercion. discrimination or reprisal and of a speedy and impartial settlement of such complaint or grievance c. but also in relation to the personal situation of the complainant . An employee/union may.

GRIEVANCE MACHINERY OR PROCEDURE 5 ARBITRATION Union President Top Management 4 3 Grievance Committee Personnel Manager 2 Head Steward Department Head or Plant Superintendent 1 Shop Steward Supervisor or Foreman AGGRIEVED EMPLOYEE .

. ‚ Get the facts by investigating and handling each case as though it may eventually result in arbitration. supervisors are encouraged to follow these recommendations: ‚ Receive and treat all complaints seriously and give the employee a full hearing. Be sure to investigate the 5 W s ‚ Carefully examine all evidence before making a decision ‚ Follow-up to make sure the plan of action is properly carried out by means of correcting conditions which could result in a similar grievance happening again.To reduce the number if grievances that are appealed.

Presentation of employee problem/s to the foreman or supervisor who is expected to settle the problem within the specified period. 3. The different steps in a grievance procedure usually involve the following: 1. .GRIEVANCE PROCEDURE IN NON-UNIONIZED FIRMS A company without any union must formulate a grievance procedure for the guidance of its supervisors and employees. If not satisfied. the employee can elevate the complaint to the next higher level to resolve the grievance The problem or case may be taken to arbitration for final decision if no satisfactory solution has been reached by the above procedures 2.

General authority to investigate and hear the case upon notice of the parties and to render an award (decision) based on the contract and record of the case. fact-finding and other modes of discovery. 3.AUTHORITY OF AN ARBITRATOR As a general rule. Incidental authority to perform all acts necessary to an adequate discharge of his duties and responsibilities like setting and conduct of hearing. and Special power in aid of his general contractual authority like the authority to determine arbitration of any particular dispute and to modify any provision of existing agreement upon which a proposed change is submitted for arbitration. etc. . attendance of witnesses and proof of documents and other evidences. 2. reopening of hearing. the authority of an arbitrator embraces or covers the following: 1.

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