Beruflich Dokumente
Kultur Dokumente
Chapter
22
EMPLOYEE
GRIEVANCES AND
DISCIPLINE
22-2
ANNOTATED OUTLINE
INTRODUCTION
When an employee feels that something is unfair in the organisation,
he is said to have a grievance. To be precise, grievances have
certain common features;
EMPLOYEE GRIEVANCES
Causes
Economic
Work environment
Supervision
Work group
Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
Production
Employees
Managers
Employee Grievances And Discipline
22-4
Grievance Procedure
Identify grievances
Define correctly
Collect data
Analyse and solve
Prompt redressal
Implement and follow up
M anager 3 days
G r ie v a n c e C o m m i t te e 7 d a y s u n a n im o u s
HOD 3 days
S u p e rv is o r 4 8 h o u rs
F o re m a n
W o rk e r
Grievance Procedure
Discipline
Discipline
Discipline
Causes of Indiscipline
Absence of effective leadership
Unfair management practices
Communication barriers
Non-uniform disciplinary action
Divide and rule policies
Inadequate attention to personnel problems
Step 1: An Oral Reminder: Notice here that the word warning is removed. The oral
reminder, supported by written documentation, serves as the initial formal
phase of the process to identify to the employee what work problems he or
she is having. This reminder is designed to identify what is causing the
problem and attempts to correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a more
formalised version is implemented. This written reminder once again reinforces what
the problems are and what corrective action is necessary. Furthermore, specific
time tables that the employee must accept and abide by, and the
consequences for failing to comply, are often included.
Step 3: A Decision-making Leave: Here, employees are given a decision-making
leave—time off from work, usually with pay—to think about what they are
doing and whether or not they desire to continue work with the company:
This “deciding day” is designed to allow the employee an opportunity to make
a choice—correct the behaviour, or face separation from the company.
Im p r o p e r b e h a v io u r
D o e s th is v io la t io n No N o d is c i p l in a r y
w a r r a n t d is c ip lin a r y a c tio n
a c tio n ?
Ye s
D o e s t h is v io la t i o n No O ra l
w a rra n t m o re th a n w a rn in g
a n o r a l w a r n in g ?
Ye s
D o e s th is v io la t io n No W r itt e n
w a rra n t m o re th a n w a rn in g
a w ritte n w a r n in g ?
Ye s
D o e s th is v io la t io n No
w a rra n t m o re th a n S u s p e n s io n
a s u s p e n s io n ?
Ye s
Te r m in a ti o n