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

NATURE OF GRIEVANCES
Individual Differences
Individual differences include attitude, 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
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

CAUSES OF GRIEVANCES
1. A violation of management or the union of the labor agreement or collective bargaining agreement (CBA) 2. 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. Violations of Philippine law on labor, health and/or safety 5. 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

RIGHTS AND RESPONSIBILITIES IN GRIEVANCE RESOLUTION

Employees and managers have some separate and distinct rights and responsibilities in grievance resolutions, but many overlap. Both parties have the right to be heard, both parties are equally responsible to listen without interrupting. The employee has the right to a positive work environment but has the responsibility to communicate needs and discontent to the manager. 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.

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.

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. An employee/union may, without resorting to formal grievance procedures, discuss informally any problem relating to his conditions of employment with his supervisor b. 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. Complaints and/or grievance shall be resolved at the lowest possible level in the agency d. Grievance proceedings shall not be bound by formal legal rules and technicalities e. 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, but also in relation to the personal situation of the complainant

GRIEVANCE MACHINERY OR PROCEDURE

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ARBITRATION
Union President Top Management

Grievance Committee

Personnel Manager

Head Steward

Department Head or Plant Superintendent

Shop Steward

Supervisor or Foreman

AGGRIEVED EMPLOYEE

To reduce the number if grievances that are appealed, supervisors are encouraged to follow these recommendations:
Receive and treat all complaints seriously and give the employee a full hearing. Get the facts by investigating and handling each case as though it may eventually result in arbitration. 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.

GRIEVANCE PROCEDURE IN NON-UNIONIZED FIRMS

A company without any union must formulate a grievance procedure for the guidance of its supervisors and employees. The different steps in a grievance procedure usually involve the following:
1.

Presentation of employee problem/s to the foreman or supervisor who is expected to settle the problem within the specified period. 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

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AUTHORITY OF AN ARBITRATOR
As a general rule, the authority of an arbitrator embraces or covers the following:
1.

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; Incidental authority to perform all acts necessary to an adequate discharge of his duties and responsibilities like setting and conduct of hearing, attendance of witnesses and proof of documents and other evidences, fact-finding and other modes of discovery, reopening of hearing, etc; 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.

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Thank You!!!