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Grievance Procedure
Prepared By : Jayana Modi Gitika Sarin Sudaksh Pandey 4/2/12

Grievance
v

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.

v A grievance means any

discontentment or dissatisfaction in an employee arising out of anything related to the 4/2/12

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 4/2/12 but cause

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.

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Grievances Classification
(3) Grievances resulting from

personal maladjustment

(i) Over ambition. Excessive self-esteem Impractical attitude to life etc.

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(ii)

(iii)

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.
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The Model Grievance Procedure specifies the details

Establishing a Grievance Procedure

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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
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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. accept the grievance procedure. In order to be generally acceptable. simple enough to be understood.
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2. Acceptability: Everybody must

3. Simplicity: The procedure should be

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 4/2/12 of the grievance procedure periodically

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.
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