Grievances

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Meaning
Any factors involving wages, hours, or conditions of employment that is used as a complaint against employer Any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of the management.

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Definition
Flippo

indicates that grievance as a type of discontent which must always be expressed. A grievance is usually more formal in character than a complaint. It can be valid or ridiculous, and must grow out of something connected with company operations or policy. It must involve an interpretation or application of provision of the labour contract

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Nature of Grievances
Grievances

are the symptoms of conflicts in enterprises. Just like smoke means fire, similar grievances could lead to serious problems if not immediately addressed. So they should be handled very promptly and efficiently. While dealing with grievances of subordinates, it is necessary to keep following things in mind

Grievance may or may be real Grievance may not arise of one cause but multifarious reasons Every individual do not give expression4/17/12 to his

WHO CAN FILE A GRIVANCE?

An

individual employee A group of employees The Union

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Forms of grievances
Factual Imaginary Disguised

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Grievances Classification

(1) Grievances resulting from working conditions Improper matching of the worker with the job. Changes in schedules or procedures. Non-availability of proper tools, machines and equipment for doing the job. Unreasonably high production standards. Poor working conditions. Bad employer employee relationship, etc.

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Cont
Grievances resulting from management policy
Wage

payment and job rates. Leave. Overtime. Seniority and Promotional. Transfer. Disciplinary action. Lack of employee development plan. Lack of role clarity.

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Cont
(3)

Grievances resulting from personal maladjustment

(i) Over ambition.

(ii) Excessive self-esteem or what we better know as ego.

(iii) Impractical attitude to life etc.

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Sources of grievance
Absenteeism An

employer fired an employee for excessive absences. The employee filed a grievance stating that there had been no previous warning or discipline related to excessive absences

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What is the grievance procedure used for? procedure is used to assure The grievance
prompt and equitable solutions to problems or complaints arising from administration of the contract, or other conditions of employment.

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N.S. Not satisfied

Voluntary arbitration N. Committee of S union and N. Management SManag Representatives er N. S Grievance Committee N. S Head of the N. departme S supervi nt N.Ssor Grievance Employee
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Departmen tal Departmen Representa ttive Representa

Guidelines for Effective Grievance Handling

The complaint should be given a patient hearing by his superior. He should be allowed to express himself completely. The management should be empathetic. The superior should try to get at the root of the problem. It should be remembered that symptoms are not the problems. It should also be noted that if there are symptoms, there would be a problem as well. The management must show it anxiety to remove the grievances of the workers. The workers should feel that the management is genuinely interested in solving its problems.
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Cont

If the grievances are real and their causes located, attempts should be made to remove the causes. the grievances are imaginary or unfounded, attempts should be made to convince the workers. grievance must be handled within the reasonable time limit. I am sure you will agree with this. Imagine you have a genuine problem and you share it with the authorities. You will also expect immediate action taken to take care of your problem.

If

Every

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Cont..
All

grievances should be put into writing. Some proofs required as well. facts about the grievance must be gathered. The management should not haste! taken to redress the grievance of the worker must be communicated to him. up action should be taken to know the response of the forced employee. This is to make sure that he is happy or not! At the end of the day the satisfaction of the aggrieved party is necessary.
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Relevant

Decision

Follow

Effects of Grievances:

Frustration Alienation De-motivation Slackness Low Productivity Increase in Wastage & Costs Absenteeism In discipline

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Any Questions?

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Thank You

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