Grievance Handling

A Grievance ..
can be any discontent or

dissatisfaction, whether expressed

or not, whether valid or not, and

arising out of anything connected

with the company that an

employee thinks, believes, or even

feels as unfair, unjust, or

inequitable.

What causes grievances ?

WORKING

CONDITIONS Non availability of proper tool, machines and equipments for doing the job. Tight production standards Bad working conditions Poor relationship with the supervisor.

Effects of Grievances.
On

Production Low quality of production, Low productivity, Increase in wastage, Increase in cost of production. On Employees Increased absenteeism, Reduction in level of commitment, Increase in accidents, Reduced level of employee moral. On Managers Strained superior- subordinate relations, Need for increased supervision/control and follow up, Increase in unrest.

Steps in the Grievance Process

The number of steps in the grievance process differ according to the union involved, but each contain the following:
Oral

Employee presents oral grievance to immediate supervisor within timeframe specified by company policies.
Written

Grievance :

The aggrieved can submit the grievance in writing to the department head on a standard grievance form signed by the employee.

Grievance:

 Grievance Advanced to Employee/Industrial Relations : Employee/Labor Relations will arrange a grievance hearing meeting with the union staff representative, the aggrieved employee and management. Arbitration: Arbitration is a method of settling disputes through an impartial third party whose decision is final and binding.

Five Points to Prepare Grievances

Listen to the facts from the worker Listen to the problem as presented by the worker and then ask questions to make sure you have the facts correct and understand the situation.

Five Points to Prepare Grievances

Test for a grievance Check the problem with the contract to see if there is a violation involved. The problem may not involve the contract, but may have a solution elsewhere.

Five Points to Prepare Grievances

Investigate Before writing the grievance, double check the facts as thoroughly as you can with whatever records are available and other persons who may be involved.

Five Points to Prepare Grievances

Write the grievance Our contracts call for written grievances. Write a simple statement and conclude with the specific remedy sought. Use the proper forms.

Five Points to Prepare Grievances

Present the grievance Present the grievance to management in a firm, but polite, manner. Discuss the grievance, explaining the facts of the case without getting sidetracked.

Grievances The 5Ws

THE "WHO, WHAT, WHEN, WHERE, AND WHY" OF GRIEVANCES:
department number, and seniority date? Don't forget the steward or Union representative who may be involved.

WHO : is involved in the grievance, name or names, check or

WHEN : did the grievance occur? Date and time, day of week,
exact time when act or omission took place, which created the grievance. machine, aisle, etc.

WHERE : did the grievance occur? Exact location, department,

CONTD..
WHY : is this a grievance? What has been violated the contract, supplement, past practice, law, ruling or awards, personal rights, etc.? WHAT : happened that caused the violation? Improper promotion or transfer, etc.? What adjustment is necessary to completely correct the alleged injustice, to place the aggrieved in the same position he would have been in had not the grievance occurred? What, if any, is the total liability to the Company?

Conducting the Grievance Meeting

Discuss the matter rationally: Review the grievance with the grievant and the representative. Do not bargain with the grievant. Be certain that you have all of the information you need before responding. Do not respond to a demand for an instant answer. A possible exception is a matter of health and/or safety.

Benefits

Enables the management to know the pulse of its employees. Provides a channel to the aggrieved to express their grievances. Provides clues about the behavior and attitude of the managers and supervisors towards their subordinates. Gives an assurance to the employees about the existence of a mechanism for the prompt redressal of their grievance. Keep up the morale of the employees.

PRESENTED BY :
MANJUNATH MEHARWADE

THANK YOU