GRIEVANCE & DISCIPLINARY PROCEDURE

GRIEVANCES Dis-satisfaction or Distress or Suffering Unnecessarily COMPLAINT (MADE IN WRITING) Regarding VIOLATION of Employment Agreement UNFAIR TREATMENT Note: It can be imaginary/disguised also

CHARACTERISTICS Perception that some INJUSTICE, UNFAIRNESS is done PROBLEM faced by employees Related to TERMS & CONDITIONS of WORK It can be Factual: It can be Imaginary: Not based on facts It can be Disguised : Frustration

CAUSES of GRIEVANCE Wage Adjustment – NOT MET In Appropriate Incentive Schemes Job Classification is not appropriate Complaint Against particular employee Inappropriate Disciplinary Measures Discrimination among the workers from the supervisors Promotion denied Unsatisfactory Performance Evaluation Inadequate safety & health services Transfer, shift duty Work Procedure, Work Load

GRIEVANCE PROCEDURE FORMAL SYSTEM for SOLVING/ RE ADDRESSING any grievance Psychotherapy of Industrial Relations Problems are solved before they become Big Issue PRE – REQUISITES Sound channel should be there to for grievance readdressing Procedure for Receiving the grievance Should be Simple, Definite & Prompt Steps should be Clearly Defined It should be analysed keeping the Economic, Social, Psychological & Legal issues

GRIEVANCE HANDLING PROCEDURE STEP1 : Employee explains verbally to supervisor or in a discussion STEP 2 : Arises if it is NOT SOLVED by SUPERVISOR. It is sent to HIGHER LEVEL MANAGER with a note (time, place & nature of action which the employees object) STEP 3: Arises if it is NOT SOLVED by Higher Level Manager. Now sent to GRIEVANCE COMMITTEE ( employees + union + management) STEP 4: If the decision given by the Grievance Committee is not accepted by the grievant/employee, then HE may approach the MANAGEMENT or Corporate Executive STEP 5: Final Step when it is referred to ARBITRATOR

Personal approach to understand the employee grievance GRIEVANCE INTERVIEW Personal approach to understand the employee grievance To find out the facts behind the issue Helps to understand the hidden matters Helps to reduce the degree of the problem

Mood of Grievance Procedure Judicial Mood: Provides maximum opportunity to bring out his side of the case. Humanistic Mood: Emphasize on Interpersonal Relationship HRD: Theory Y – Motivating the employees, developing skills Deal With Indiscipline: Strict legal penalizing way to dealing Managing Grievance: Democratic Way of dealing the issue

Misconduct Improper behavior or Misbehavior of an employee Workers show anger, dis-obedience, refuse to obey law & order, showing negligence to work

DISCIPLINE Adherence to Rules & Regulations of the organisation Orderly behavior & respect the authority Follow the company procedures Positive or Negative way of Force to follow discipline

Procedure – Departmental Enquiry Procedure for taking Disciplinary Action Issuing Charge Sheet Explanation of the employee upon receiving the charge sheet Issue of Show cause notice Notice of Inquiry Holding of an Inquiry Inquiry report & action taken on it Follow up after the disciplinary action

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