SONAM GUPTA

NITI YADAV

SUMANT

SOHAAN KAPOOR

VAIBHAV SAX ENA

PARITOSH

What is a grievance?

A grievance is a formal dispute between an employee & management on the conditions of employment.

What is a grievance?

Grievances are complaints that have been formally registered in accordance with the grievance procedure.

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What is a grievance?

A grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of the management.

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W’s of Grievance Handling… WHO is involved WHEN did it happen WHERE did it happen WHAT happened (EXACTLY) WHY is it grieve-able

Causes of grievances... Concerning wages. Concerning supervision.

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Causes of grievances... Concerning individual advancement

and adjustment. General working condition. Collective bargaining. Management policy.

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Grievance - Effects ON PRODUCTION

Loss of interest in work Poor quality of production Increase in wastage or costs

ON THE EMPLOYEE Indiscipline Absenteeism

ON THE MANAGER Disobeying of orders Disharmonious relation

Grievance Procedure Steps in Unionized Organizations

Step1: The aggrieved employee verbally explains his grievance to his immediate supervisor.

Step 2:

The higher level manager goes into the grievance and gives his decision on the matter.

Step 3: Grievance is to be submitted to the Grievance Committee.This committee, which is composed of some fellow-employees, the shop steward or a combination of union and management representatives, considers the record and may suggest a possible solution. It may call upon the grievant to accept the employer's proposed settlement.

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Step 4: If the decision or suggestion of the

Grievance Committee is not accepted by the grievant, he may approach the management or the corporate executive.

Step 5: The final step is taken when the

grievance is referred to an arbitrator who is acceptable to the employee as well as the management.

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Do’s Identify the relief the union is

seeking. Fully inform your own superior of

grievance matters. Hold discussions privately. Command the respect of the union

representatives. Examine the grievant personal

record. Treat the union representative as

your equal. Get the union to identify specific

contractual provisions allegedly violated.

Enforce the contractual time limits.

Don’t’s Make agreements with individuals

that are inconsistent with the labor arrangements.

Hold back the remedy if the company is wrong.

Admit the binding effect of a past practice.

Relinquish your authority to the union.

Apply the grievance remedy to an improper grievance.

Argue grievance issues off the work premises.

GRIEVANCE REDRESSAL PROCEDURE IN INDIA

THE FACTORY ACT ( 1948)

THE STANDING ORDERS ( 1946)

THE INDUSTRIAL DISPUTES ACT ( 1947)

LACK OF FAIRNESS WELFARE OFFICERS ARE NOT KEEN ON PROTECTING

PLAYING DOUBLE ROLE

UNFORTUNATE THAT PUBLIC SECTOR, WHICH SHOULD SET AN EXAMPLE FOR PRIVATE SECTOR, HAS NOT BEEN IMPLEMENTING LABOUR LAWS PROPERLY

MODEL GRIEVANCE PROCEDURE

FOREMAN

SUPERVISOR(2)

HEAD OF DEPARTMENT(3)

GRIEVANCE COMMITTEE(7)

MANAGER(3)

ARBITARY(7)

After resolving grievanceEmployees will be like…

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Sonam Gupta Bewafa Hai!!!!

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