GRIEVANCE

MANAGEMENT



By: - Mahak Shrivastava
What is Grievance?
Grievance may be any genuine or imaginary
feeling of dissatisfaction or injustice which an
employee experience about the job ,
management policies and procedures.
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






Employee expectations
Unfulfilled

Dissatisfaction

Grievance
Why Grievance Arise?
Causes of Grievance

Economic


Work Environment


Supervision


Work Group


Miscellaneous

Effect of grievance
Sense of frustration, disloyalty and non
cooperation among workers.

Loss of interest in work.

Affect on the quality and quantity of output.

Indiscipline which may take the form of
absenteeism , work to rule, lockouts, violence and
strikes.

A proper machinery for handling of grievance is very
necessary for harmonious industrial relations and for
maintaining industrial peace.
Sometimes employee doesnt know their actual
grievances
It is therefore very essential that systematic procedure
should be evolved to settle the grievance , such procedure
is known as Grievance Handling Procedure
Need for Grievance Handling
What is Grievance Procedure?
Grievance procedure is a formal communication
between an employee and the management which
is designed for the settlement of grievance.

Grievance procedure differ from organization
to organization
Grievance Procedure
Approaches to Grievance Handling
Open door policy Step ladder policy
Open Door Policy
In Open Door Policy the employee is free to
meet the top executive to get grievance redressed.


Its is good for small organization
Step Ladder Policy
Step ladder Policy :- This policy follows a step by
step procedure.
Step1:- Dept representative
Step2 :- Head of Dept
Step3 :- Grievance Committee
Step4:- Chief Executive
Settlement of Grievance
Aggrieved
Employee
Dept
Representative
H.O.D
Grievance
Committee
Chief Executive
Voluntary
Arbitration
48 Hrs
3 days
7 days
Guidelines for Effective
Grievance Handling


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




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 Handling