1. INDUSTRIAL RELATION PRESENTATION
Submitted By Submitted To
Sonam ( R.NO 1301) Mona Sodhi
Anmol ( R.NO 1302)

2. GRIEVANCE ADMINTRATION CONCEPT, PROCEDURE AND GUIDELINES

3. What is Grievance?
Grievance is a complaint or a representation made in writing in regard to a company related matters arising from employment or service condition or from conditions involving unfair treatment by employer

4. Definition
Pigors & Myers observed that three terms “dissatisfaction” , “complaint”, “grievance” indicate three forms and stages of employees dissatisfaction

5. Connected with organization
FEATURES OF GRIEVANCE
Unvoiced or expressed
Connected with organization
Valid and untrue
Witten or oral
Earliest possible
Discontent
Injustice

6. CAUSES OF GRIEVANCE Economic Work environment Supervision
Work organization
Work group
Supervision

7. EFFECTS OF GRIEVANCE Lack of interest Low productivity Lack of morale
Poor quality
Indiscipline
Absenteeism
Lack of morale

8. How to handle grievance ?
To decide the source for collecting information and data
To know the problem
To suggest the alternative solution
Feed back
How to handle grievance ?
To gather additional information
To finalise the decision
To do the constant follow up

9. NEED FOR A GRIEVANCE HANDLING SYSTEM OR PROCEDURE
NEED FOR A GRIEVANCE HANDLING SYSTEM OR PROCEDURE * Grievances are settled, generally to the satisfaction of the trade union, employees and the management. * Procedure is essential for the promotion and maintenance of good labour-management relation. * High degree of efficiency. * High morale of workers and maintaining a code of discipline. * It brings uniformity in handling of grievance.

10. BENEFITS OF GRIEVANCE HANDLING PROCEDURE
BENEFITS OF GRIEVANCE HANDLING PROCEDURE * Well define grievance redressal procedure is already in place, the situation can be promptly and situated handle. * All grievances cant be handled by line supervisors. * Serves as a check on the arbitrary action of the management. * Framing of plans and policies have positive impact on employees morale

11. THE GRIEVANCE PROCEDURE
Officer designated by the management to deal with grievance at this initial stage. To reply within 48 hours
STAGE 1 aggrieved worker conveys verbally
NOT SATISFIED GO TO
STAGE 2 aggrieved worker + departmental representative
Head of department (meet at reallocated time daily for readdresal). to reply in three days
NOT SATISFIED GO TO
Grievance committee to decide in 7 days and report to the manager. Unanimous decision to be implemented in three days by the manager
STAGE 3 aggrieved worker + departmental representative
NOT SATISFIED GO TO
STAGE 4 aggrieved worker + departmental representative
Appeal to the management for revision. A full week is given for appeal to be considered
NOT SATISFIED GO TO
STAGE 5 aggrieved worker and management may refer to the union
Volunteer arbitration within 7 days after decision from stage four. Decision of arbitrator to be binding on both parties

12. Advantages of the grievance procedure
Employees may put forth his grievance
Systematic handling every grievance
Employees relieve his feelings
Assuring promptness
Employee satisfaction
Locate problem situation
Channel of communication
Employee- employer relation

13. NEED OF GRIEVANCE PROCEDURE
Disturb the employees
Affect their moral
Lack of supervision
Check on the arbitrary actions
Channel of communication
Systematic handling
Employee can relieve his feeling
Feeling of confidence

14. Essential pre-requisites Grievance procedure
Statutory provision
No ambiguity
Whom to approach first
Redressing official should know the limits
Action must be taken immediate
Supervisor should be properly trained
Procedure should be simple in nature
Role of HRD

15. EVALUATION OF GRIEVANCE REDRESSAL MACHINARY
Expressing the opinion of the management.
Its lack of proper record maintenance system.
Communication the decision to the grievance in an improper way.
Stopping too soon the search for facts.
Taking a wrong or hasty decision, which the facts or circumstances of the case do not justify.

16. ROLE OF PERSONNEL DEPARTMENT
Sound grievance procedure
Keep records
Advise the line people
Review the grievance handling procedure
Train the staff
Follow up action
Execute the decision

17. LEGISLATIVE ASPECTS OF THE GRIEVANCE REDRESSAL MACHINERY IN INDIA The act is applicable to: 1. The establishment which employ 100 or more workers. 2. The establishments which do not provide for bipartite discussion or for a prompt redressal grievances.

18. BIBLIOGRAPHY BOOKS 1.Industrial relations and labour legislation
N.K. Sahni
Amandeep Kaur
Punam Aggarwal
2. Industrial relation
Monal Arora
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