1. Grievance Handling Baratha Dewanarayana. Management Consultant. B.Sc in Business Administration, Business Economics (Special)

2. Grievance is An unfair or unreasonable act or situation at work It is a concern to employee

3. That which oppresses and injures and causes a sense of wrong. One's allegation that something imposes an illegal burden, denies some equitable or legal right, or causes injustice. An employee may be entitled by a Collective Bargaining agreement to seek relief through a grievance procedure. Collective Bargaining

4. “A complaint by an employee concerning an action by management that does not violate the contract, past practice, or law.” “Grievance is a psychological feeling.”

5. Causes for Grievances Job Working conditions Rules and regulations Interpersonal relations Personal reasons Any other that employee feels

6. Revealing Grievances – Explicit methods Suggestion / Complaint box Employee survey Exit interviews

7. Revealing Grievances – Implicit methods Attendance Records Carelessness at work Work place accidents Indisciplineness Inferior quality and quantity output

8. Route of a grievance (Significance of a grievance) GrievanceObjectionsDispute Productivity loss

9. Why grievance handling procedure?  To give formal recognition  To minimize frustration  To avoid third party involvement  To provide justice  For the concern of top management  To have a consistency  To speed up the process

10. Solving Grievances. –Prevention. –Having a suitable accepted procedure.

11. Having a suitable accepted procedure…. 1.Discuss with his/her immediate boss. 2.An appeal to next possible level. 3.Proper solution or a response in order to minimize frustration and further conflicts. 4.Clear and well defined procedures. 5.Participation of employees or their agents in order to prepare certain procedures.

12. How to Solve? –Immediately. –Suitably.

13. Accepted procedures……  Open door policy  Grievance Committees  Counseling  Third party involvement  Ombudsman service

14. Advantages of having proper grievance handling procedure.  High employee satisfaction  Employer- employee relations  Develop positive ideas  Higher productivity  Good will

15. Principles of Grievance Handling. Treat them as important. Getting all the information. Discussions. Listening. Build trustworthy. Accept own faults/mistakes. Wise usage of an authority. Effective Communication. Follow up. Proper training programmes.

16. To reduce grievances,…..  Change work environment  Add new responsibilities & duties  Reduce stress  Conduct trainings  Allow upward communication  Obtaining feedback

17. Things to concern…….. Handling procedure should be just & fair To protect secrecy and identity To keep records On Time schedule.

18. Thank You All.