Grievance Handling Machinery 4h6l37

Grievance Introduction & Redressal Mechanism

Introduction 

DISSATISFACTION , COMPLAINT & GRIEVANCES Dissatisfaction :Anything that disturbs an employee, the unrest is expressed in words.

Complaint : A spoken or written dissatisfaction brought to the attention of the supervisor.

Grievance : A complaint that has been formally presented to a Management Representative or to a Union Official

Grievance Defined A grievance as a complaint of one or more workers with respect to wages and allowances, conditions of work and interpretation of service, condition covering such areas as overtime, leave, transfer, promotion, seniority, job assignment and terminationofservice.

Definitions of Grievances 1.

2.

3.

A grievance is a formal dispute between an employee &management on the conditions of employment. Grievances are complaints that have been formally ed in accordance with the grievance procedure. A grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of the management.

Features of Grievances 1.

Discontent orDissatisfaction

2.

Dissatisfaction must arise out of employment ¬ due to personal reasons.

3.

The discontent may be voiced or unvoiced but it must expression in some form.

4. Broadly speaking a grievance is noticeable &traceable to real or perceived nonfulfillment of one’sexpectations.

Forms of Grievances a) FACTUAL. b) IMAGINARY. c) DISGUISED.

Reasons of Grievances  

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1. ECONOMIC. 2. WORK ENVIRONMENT. 3. SUPERVISION. 4. WORK GROUP. 5. MISCELLANEOUS.

Human Aspects 1. 2. 3. 4. 5. 6.

Work Environment: Light, space,heat. Use of equipment: Tools / PoorMaintenance. Supervisory Practices. Personality clashes. Managers’Behavior. Problems withpay / allowances. 7. Perceived inequalities in treatment: Pay, appeals against performance relatedawards. 8. OrganizationalChange.

Types of Grievances 

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Individual Grievance: complaint that an action by management has violated the rights of an individual as set out in the collective agreement or law, or by some unfair practice. Examples: discipline, demotion, classification disputes, denial of benefits, etc.

Types of Grievance 

Group Grievance: complaintby a group of

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individuals, for example, a departmentor a shift thathas been affected in thesame wayand atthesame timeby an actiontakenbymanagement. An exampleof a group grievance wouldbe wherethe employer refuses topay a shift tothe employees whoworkon afternoon shift whenthecontract entitles themtoit.

BENEFITS OF GRIEVANCE HANDLING PROCEDURES    

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1. It encourages employees to raise concerns without fear of reprisal. 2. It provides a fair &speedy means of dealing of grievances. 3. It prevents minor disagreements developing into more serious disputes. 4. It saves employer’s time &money as solutions are found for workplace problems. 5. It helps build in organisational climate based on openness and trust.

Objectives of Grievance Handling 1. To enable employee to air his/her grievance. 2. To clarify the nature of grievance. 3. To investigate the reasons ofdissatisfaction. 4. To obtain where possible a speedy resolution to the problem. 5. To take appropriate actions &ensure that the promises are kept. 6. To inform the employee his /her right to voice the grievance &take it to next stage of the procedure.

Key Features of Grievance Redressal Procedure 1. FAIRNESS. 2. FACILITIES FOR REPRESENTATION. 3. PROCEDURAL STEPS.

4. PROMPTNESS.

Discovery of Grievance a) Observation. b) Grievance procedure. c) Gripe Boxes. d) Open Door Policy. e) Exit Interview.

Effects of Grievance a.Loss of interest in workand consequent lack of moral and commitment b. Poor quality of production c. Low productivity d. Increase in wastage and costs e. Increase in employee turnover f. Increase in the incidence ofaccidents g. Indiscipline

Grievance Procedure