1. GRIEVANCE & DISCIPLINARY PROCEDURE

2. GRIEVANCES Dis-satisfaction or Distress or Suffering Unnecessarily
COMPLAINT (MADE IN WRITING)
Regarding
VIOLATION of Employment Agreement
UNFAIR TREATMENT
Note: It can be imaginary/disguised also

3. CHARACTERISTICS Perception that some INJUSTICE, UNFAIRNESS is done
PROBLEM faced by employees
Related to TERMS & CONDITIONS of WORK
It can be Factual:
It can be Imaginary: Not based on facts
It can be Disguised : Frustration

4. CAUSES of GRIEVANCE Wage Adjustment – NOT MET
In Appropriate Incentive Schemes
Job Classification is not appropriate
Complaint Against particular employee
Inappropriate Disciplinary Measures
Discrimination among the workers from the supervisors
Promotion denied
Unsatisfactory Performance Evaluation
Inadequate safety & health services
Transfer, shift duty
Work Procedure, Work Load

5. GRIEVANCE PROCEDURE
FORMAL SYSTEM for SOLVING/ RE ADDRESSING any grievance
Psychotherapy of Industrial Relations
Problems are solved before they become Big Issue
PRE – REQUISITES
Sound channel should be there to for grievance readdressing
Procedure for Receiving the grievance
Should be Simple, Definite & Prompt
Steps should be Clearly Defined
It should be analysed keeping the Economic, Social, Psychological & Legal issues

6. GRIEVANCE HANDLING PROCEDURE
STEP1 : Employee explains verbally to supervisor or in a discussion
STEP 2 : Arises if it is NOT SOLVED by SUPERVISOR. It is sent to HIGHER LEVEL MANAGER with a note (time, place & nature of action which the employees object)
STEP 3: Arises if it is NOT SOLVED by Higher Level Manager. Now sent to GRIEVANCE COMMITTEE ( employees + union + management)
STEP 4: If the decision given by the Grievance Committee is not accepted by the grievant/employee, then HE may approach the MANAGEMENT or Corporate Executive
STEP 5: Final Step when it is referred to ARBITRATOR

7. Personal approach to understand the employee grievance
GRIEVANCE INTERVIEW
Personal approach to understand the employee grievance
To find out the facts behind the issue
Helps to understand the hidden matters
Helps to reduce the degree of the problem

8. Mood of Grievance Procedure
Judicial Mood: Provides maximum opportunity to bring out his side of the case.
Humanistic Mood: Emphasize on Interpersonal Relationship
HRD: Theory Y – Motivating the employees, developing skills
Deal With Indiscipline: Strict legal penalizing way to dealing
Managing Grievance: Democratic Way of dealing the issue

9. Misconduct
Improper behavior or Misbehavior of an employee
Workers show anger, dis-obedience, refuse to obey law & order, showing negligence to work

10. DISCIPLINE Adherence to Rules & Regulations of the organisation
Orderly behavior & respect the authority
Follow the company procedures
Positive or Negative way of Force to follow discipline

11. Procedure – Departmental Enquiry
Procedure for taking Disciplinary Action
Issuing Charge Sheet
Explanation of the employee upon receiving the charge sheet
Issue of Show cause notice
Notice of Inquiry
Holding of an Inquiry
Inquiry report & action taken on it
Follow up after the disciplinary action

12. THE END