GRIEVANCE HANDLING

MEANING OF GRIEVANCE
Grievance

is any discontent or dissatisfaction whether

expressed or not, whether valid or not arising out of
anything connected with the company which an
employee thinks , believes or even feels to be unfair ,
unjust or inequitable
Grievance is used to designate claims by workers trade
union concerning their individual or collective rights.

CAUSES OR SOURCES OF GRIEVANCE

The major causes of employee grievances fall under the
following categories such as:
1. Concerning working conditions
. Unsafe and unpleasant working conditions
. Inadequate toilet facilities, dirty toilets, etc
. Non- availability of necessary raw material, tools and
machines
. Misfit between workers ability and job

CAUSES OR SOURCES OF GRIEVANCE

2.
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Concerning management policy and practices

Wage rate and its payment
Incentive
Seniority, promotion, transfer
Fines, punishments and penalties

CAUSES OR SOURCES OF GRIEVANCE

3.
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.
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Concerning violation of rules and regulations

Organisational rules and regulations
Past practices
Civic laws
Procedure of collective bargaining

CAUSES OR SOURCES OF GRIEVANCE

4.
.
.
.
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Concerning personality traits

Fault finding attitude
Over ambitious
Mental tension
Excessive ego feelings
Negative approach to life

STEPS IN GRIEVANCE HANDLING PROCEDURE

The important steps in grievance handling

procedure are:
Accepting the grievance and acknowledging it
Carefully listening the problem to ensure that
both the parties are at the same level of
understanding
Gathering all facts and figures
Offering the best solution
Follow up

MODEL GRIEVANCE PROCEDURE

The procedure basically comprises of five steps which are:1.

2.

3.

The aggrieved employee shall convey his or her grievance verbally to

the officer designated by the management to deal with the grievance.
The officer will have to reply to the complaints within 48 hours of its
presentation to him/her
If the grievant is not satisfied with the answer or does not receive the
answer within 48 hours, he or she shall, then present the grievance to
the departmental head. Nominated for this purpose. The head must
give his/her reply within 3 days of the presentation of the grievance.
If the aggrieved employee still not satisfied with the decision of the
departmental head or does not receive within the stipulated period
then the employee can approach the grievance committee for the
settlement of his grievance. The grievance committee has to give
recommendations in 7 days and report the same to the management.

MODEL GRIEVANCE PROCEDURE

4.

5.

If still the employee is not satisfied with the decision made by the
grievance committee, he or she can make appeal to the management
for the revision of the decision taken .The management can take a
week period for appeal to be considered and the revise the decision.
If the employee is still not satisfied with the managements decision
, the grievance is referred to a voluntary arbitration within a week.
The decision of the arbitrator is final and binding on both the
parties , that is the management and the union.

THANK YOU