INDUSTRIAL RELATION PRESENTATION Submitted By Submitted To Sonam ( R.NO 1301) Mona Sodhi Anmol ( R.NO 1302)

GRIEVANCE ADMINTRATION CONCEPT, PROCEDURE AND GUIDELINES

What is Grievance? Grievance is a complaint or a representation made in writing in regard to a company related matters arising from employment or service condition or from conditions involving unfair treatment by employer

Definition Pigors & Myers observed that three terms “dissatisfaction” , “complaint”, “grievance” indicate three forms and stages of employees dissatisfaction

Connected with organization FEATURES OF GRIEVANCE Unvoiced or expressed Connected with organization Valid and untrue Witten or oral Earliest possible Discontent Injustice

CAUSES OF GRIEVANCE Economic Work environment Supervision Work organization Work group Supervision

EFFECTS OF GRIEVANCE Lack of interest Low productivity Lack of morale Poor quality Indiscipline Absenteeism Lack of morale

How to handle grievance ? To decide the source for collecting information and data To know the problem To suggest the alternative solution Feed back How to handle grievance ? To gather additional information To finalise the decision To do the constant follow up

NEED FOR A GRIEVANCE HANDLING SYSTEM OR PROCEDURE NEED FOR A GRIEVANCE HANDLING SYSTEM OR PROCEDURE * Grievances are settled, generally to the satisfaction of the trade union, employees and the management. * Procedure is essential for the promotion and maintenance of good labour-management relation. * High degree of efficiency. * High morale of workers and maintaining a code of discipline. * It brings uniformity in handling of grievance.

BENEFITS OF GRIEVANCE HANDLING PROCEDURE BENEFITS OF GRIEVANCE HANDLING PROCEDURE * Well define grievance redressal procedure is already in place, the situation can be promptly and situated handle. * All grievances cant be handled by line supervisors. * Serves as a check on the arbitrary action of the management. * Framing of plans and policies have positive impact on employees morale

THE GRIEVANCE PROCEDURE Officer designated by the management to deal with grievance at this initial stage. To reply within 48 hours STAGE 1 aggrieved worker conveys verbally NOT SATISFIED GO TO STAGE 2 aggrieved worker + departmental representative Head of department (meet at reallocated time daily for readdresal). to reply in three days NOT SATISFIED GO TO Grievance committee to decide in 7 days and report to the manager. Unanimous decision to be implemented in three days by the manager STAGE 3 aggrieved worker + departmental representative NOT SATISFIED GO TO STAGE 4 aggrieved worker + departmental representative Appeal to the management for revision. A full week is given for appeal to be considered NOT SATISFIED GO TO STAGE 5 aggrieved worker and management may refer to the union Volunteer arbitration within 7 days after decision from stage four. Decision of arbitrator to be binding on both parties

Advantages of the grievance procedure Employees may put forth his grievance Systematic handling every grievance Employees relieve his feelings Assuring promptness Employee satisfaction Locate problem situation Channel of communication Employee- employer relation

NEED OF GRIEVANCE PROCEDURE Disturb the employees Affect their moral Lack of supervision Check on the arbitrary actions Channel of communication Systematic handling Employee can relieve his feeling Feeling of confidence

Essential pre-requisites Grievance procedure Statutory provision No ambiguity Whom to approach first Redressing official should know the limits Action must be taken immediate Supervisor should be properly trained Procedure should be simple in nature Role of HRD

EVALUATION OF GRIEVANCE REDRESSAL MACHINARY Expressing the opinion of the management. Its lack of proper record maintenance system. Communication the decision to the grievance in an improper way. Stopping too soon the search for facts. Taking a wrong or hasty decision, which the facts or circumstances of the case do not justify.

ROLE OF PERSONNEL DEPARTMENT Sound grievance procedure Keep records Advise the line people Review the grievance handling procedure Train the staff Follow up action Execute the decision

LEGISLATIVE ASPECTS OF THE GRIEVANCE REDRESSAL MACHINERY IN INDIA The act is applicable to: 1. The establishment which employ 100 or more workers. 2. The establishments which do not provide for bipartite discussion or for a prompt redressal grievances.

BIBLIOGRAPHY BOOKS 1.Industrial relations and labour legislation N.K. Sahni Amandeep Kaur Punam Aggarwal 2. Industrial relation Monal Arora WEBSITES www.goggle.com www.scribd.com