Grievance Procedure

Team Members Amita Chaurasia 07 Shiny Gopinath 49 Renu Singh 59 Ramesh Singh 61 Mayuri Raut 62 Natasha Mullani 63

What is Grievance? International Labour Organization (ILO): “a compliant of one or more workers with respect to wages and allowances, conditions of work and interpretation of service stipulation, covering such areas as overtime, leave, transfer, promotions, seniority, job assignment and termination of service”

Dale Yoder: “a written complaint filed by an employee and claiming unfair treatment” What is Grievance?

National Commission of Labour: “Complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment and discharge would constitute grievance” What is Grievance?

Employee expectations Unfulfilled Dissatisfaction Grievance Why Grievance Arise?

Causes of Grievance Economic Work Environment Supervision Work Group Miscellaneous

What is Grievance Procedure? The process whereby management formally deals with the officially presented complaint(s) of workers relating to the employment relationship (excluding disciplinary matters)

Need for Grievance Procedure Maintain healthy employment relationship Provide a clear and transparent framework to deal with difficulties Equal treatment to all under similar circumstances To ensure issues are dealt with fairly and reasonably

An opportunity to raise concerns fearlessly To provide points of contact and timescales to resolve issues of concern To try to resolve matters without recourse to legal intervention Acts as a defense for organization in case of legal intervention Need for Grievance Procedure

Grievance Procedure Approaches to Grievance Handling Open door policy Step ladder policy

Employee dissatisfied Formal written grievance report to immediate supervisor Grievance committee/ middle management (HOD) Top management HR Department Employee representative Union or worker’s committee Step Ladder Policy

Employee dissatisfied Formal written grievance report to immediate supervisor Grievance committee/ middle management (HOD) Top management HR Department Employee representative Union or worker’s committee Continue.. Arbitration

Essentials of Good Grievance Procedure Set down in writing Settling matters as closely as possible to the point of origin Equitable treatment Simple to understand

Accessible Confidentiality No fear of adverse action Adhere to rules of ‘natural justice’ Rapid operation Essentials of Good Grievance Procedure

Grievance Interview

Guidelines for Effective Grievance Interview Treat each case as important and get the grievances in writing Accept responsibility- Do not ‘pass the buck’ Do not pre-judge, always give people an opportunity to explain Give him a patient hearing See whether any witness are available and visit the work area

Get all relevant facts about the grievance; examine the personal records of the aggrieved worker Ensure confidentiality Handle each case within a time frame Control your emotions, your remarks and behavior Guidelines for Effective Grievance Interview

Maintain proper records and follow up the action taken in each case Do not automatically take the easy way out – the best course of action may not be the easiest, the most popular of the most expedient Be firm where necessary but fair Refer company Policy in each case Guidelines for Effective Grievance Interview

Conclusion G r i e v a n c e P r o c e d u r e