PROJECT WORK ON EMPLOYEE GRIEVANCE

GUIDED BY : -- DR. S.C DASS

EMPLOYEE

CONTENTS :--

INTRODUCTIONFEATURES OF EMPLOYEE GRIEVANCEEMPLOYEE GRIEVANCE TYPES CAUSES OF EMPLOYEE GRIEVANCESEFFECT OF GRIEVANCESIDENTIFICATION OF GRIEVANCES EMPLOYEE GRIEVANCES HANDLING

PROCEDUREGUIDELINE FOR HANDLING

GRIEVANCES

oINTRODUCTIONEvery employee has certain expectations from the

organization which he thinks should be fulfilled by the organization in which he is working .

When the organization failed to do,it develops a feeling of dissatisfaction into employee.

So, we can say that when there is a gap between what the employee expect and what he receives, it leads to GRIEVENCES.

o Definition

Any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the notice of management.

WHAT ARE GRIEVANCE?Grievance is a feeling of discontentment or

dissatisfaction or distress or suffering or grief among the workers. The dissatisfaction when expressed becomes a complaint and when the employee believes that some injustice is being done, it becomes a grievance.

Features of grievances

Dissatisfaction among the worker of an organization.

Dissatisfaction must arise out of employment only.

It may be arises out of real or imaginary causes.

It results from perceiving fulfillment of own’s expectation from organization.

FORMS OF GRIEVANCES 01. Factual Grievance:- When the legitimate needs of the

employees remain unfulfilled, it gives rise to factual grievance.02. Imaginary Grievance:- When an employee is aggrieved

not because of any valid reason but because of a wrong perception,wrong attitude or wrong information.

03. Disguised Grievance:- When an employee may have

dissatisfaction not directly related to the organization but its due to family pressure or own depressed situation.

CAUSES OF GRIEVANCES

01. Economic a. Wages fixation b. Overtimes c. Wages Revision 02. Work Place Environment

a. Rigid Production Norms b. Lack of Congenial Environment c. Unfair rules & Regulations d. Defective tools & equipment

03.Employee Relationship a. Lake of communication.b. Notion of favourism, nepotism &

regional feelings.c. Attitude of supervisior. d. Discrimination in recruitment &

selection.e. Harassment of employee

04. Miscellaneous a. Lake of performance

appraisal b. issues in transfer. c. granting leaves. d. medical facility

GRIEVANCE HANDLINGGrievances are but natural to arise in an organization where thousand of workers are employed. But these should be removed as early as possible for creating good labour management relations and promoting efficiency. Grievances should not be allowed to accumulate because grievances will give rise to further grievances.

Effects of GrievancesON THE PRODUCTION :- a. low quality of production

b. low productivity c. Increase in cost of production per unit d. Increase in wastage of material , spoilage/leakage of machinery .

ON THE EMPLOYEES :- a. Reduction in the level of employee

moral . b. Increase in the incidence of

accident. c . Increase in the rate of absenteeism

& turnover d. Reduction in the level of

commitment , sincerity,& punctuality .

On The Managers

a. Strained superior-subordinate relations.b. Increase in the degree of supervision and

controlc. Increasement in indiscipline cases d. Increase in unrest and thereby machinery to

maintain industrial peaceOther effectsa. Sense of frustration

b. Disloyalty and non cooperation among workersc. Loss of interest in workd. Bad effect on the quality and quantity of outpute. Cause violence and strikes

NEED FOR GRIEVANCES HANDLING

1.Necessary for harmonious industrial relations

2.Maintaining industrial peace3.Boosts the morale of the people

working in the organization4.Encourages the human problems to be

brought out5.It gives an opportunity to the workers

to express their feeling, fears, doubts and dissatisfaction.

IMPORTANT STEPS IN HANDLING THE GRIEVANCES

1. The nature of grievance should be defined , expressed and described clearly as early as possible so that the wrong complaint may not be handled.

3. After gathering the relevant facts the management may get a real picture of the grievance. And then management should make a list of alternative solution. And select the best one.

4. Then they convey the final decision to the employees concerned in very clear and unequivocal terms.

5. Last step is follow up action . It is very important to know whether the grievance has been handle satisfactorily or not.

2. After the real issue is located , all the relevant facts should be gathered about the issue. Such fact gathering may involve interviewing and listening to employee, this will help in finding out how and where the incidence took place and the circumstances under which it happened.

MACHINERY FOR REDRESSAL OF GRIEVANCES

AGGREIVED EMPLOYEE

FRONT LINESUPERVISIOR

MIDDLEMANAGEMENT

MIDDLE LEVELUNION LEADER

UNIONREPRESENTATIVE

TOPMANAGEMENT

TOP UNION LEADER

ARBITRATION

Identification of Grievances

01. Exit Interview An employee may leave the organization either because of his dissatisfaction with the organization because of greener pasture somewhere else.

02. Gripe box system On the pattern of suggestion box system , the management can use Gripe box system to collection information about grievances from the employee.

03. Observation. A manager/ supervisor can usually observe the behaviour of People working under him.

04. Opinion surveys These surveys encourage the employees to express their views more openly as there are conducted by persons who are not the supervisor of the employee . Further, the employees identity is not disclosed .

05. Grievance procedure.A systematic grievance procedure is the best means to highlight employees dissatisfaction at various levels. In the absence of such a procedure , grievance pile up and burst up in the form of volcano at a future date.

ESSENTIALS OF SUCCESSFUL GRIEVANCE HANDLING

1.Legal sanctity:-The grievance procedure should be conformity

with the prevailing legislation. It should be designed to supplement the statutory provisions.

2. Acceptability:-The grievance procedure should be set up with

the participation of the employee and it should be applicable to all the organisation .

The procedure must ensure1. a sense of fair play and

justice to the workers2. reasonable exercise of

authority to managers3. reasonable participation of the

union

4. Simplicity:-The grievance handling procedure should

be simple and short.

5.Promptness:-It is essential that grievance should be dealt

with speedily and promptly. Because delay cause frustration and tempers may rise and rumours spread around the work.

3. Unambiguity: Each and every aspect of grievance

procedure should be clear and unambiguous. All employees should know whom to approach first when they have a grievance, whether the complaint should be written or oral.

6. Training :-

7. Follow up

•Supervisors and union representatives should be given training in grievance handling. This will help to ensure effective working of the grievance procedure.

The working of the grievance procedure should be reviewed at periodical intervals. Necessary improvements should be made to make the procedure more effective.

GRIEVANCE HANDLING PROCEDURE

1. COMMON PROCEDURE/ OPEN DOOR POLICY

2. MODEL GRIEVANCE PROCEDURE/ STEP- LADDER APPROACH

3. GRIEVANCE LEGISLATION

Common procedure/ Open door policy

1st step• Immediate supervisor• (if failing to get a

satisfactory answer)

2nd step

• Departmental head or Personal relation officer

• (if the worker is not satisfied here also)

3rd step

• Top executive officer• (this is very rarely resorted

but if the employee not satisfied here also then)

4th step

• The Arbitration or Joint grievance committee

• (the decision of this committee should be final this consisting representatives of both the parties)

Model Grievance Procedure / Step- Ladder- Approach

Aggrieved Employee

ChiefExecutive

VoluntaryArbitration

Grievance Committee

Head ofDepartment

DepartmentalRepresentative

SETTLEMENT OF GRIEVANCE

48 Hours

3 Days 7 Days 7 Days

•Industrial dispute act 1947

•Factories act 1948

•Industrial employment act 1946

•Industrial training act 1982

•Indian trade union 1926

• Ombudsman

•Committees

•Indian judicial system

•ACAS

E.GRIEVANCES REDRESSAL LEGISLATION & BODY

Applicability- whole of india , entity carrying buss.,Trade, manufacturing & distribution etc.•Regulate - indian labour law•Objective –secure indusrial peace & harmony,reduce unfair labour

Practices,compensation to employee•Function- resolve dispute b/w

Employee & mgt.,maintain good Industrial relationship

Applicability-whole of india,allFactories defined under act.

•Objectives-safeguarding of healthOf worker,regulate the age limit of Facotry worker,child protection & Right etc.

categorisation1. WorkerAdult,adolecence & children

(m/f) 2.Work Hours of work , overtime ,

interval &Working hours

Industrial dispute act 1947Factories act 1948(amended in 1987)

•Applicability- whole of india ,Registered trade union in india

•Decide right , liability & Responsbility of trade union

•Different voluntry trade union getRegistered

•Most suitable org. For balancing The relationship b/w worker & mgt.•Function- secure fair wages, job Security, working condition,cultureEducation ,advancement of Technology etc

•Advisory, Conciliation and Arbitration Service(ACAS)•Non departmental public body (uk)

•An independent & impartial body

•International body (united kingdom)

•give free advice to mgt. & workerOn different disputes.

•Resolve the dispute b/w Employees & mgt.

Indian Trade union act 1926

THANK YOU FOR WATCHING OUR PPT• We want express our gratefull thanks to professor DR. SC Das sir. It was pleaser full project .• We thank full to our lovely batch mats for co-

operation and patience during the presentation.

• we also want say thanks to our each member of this team for dedication of this project work.

PRESENTED BY TEAM 3rd ( 87- 97)

Thank you

presented by kishan paday , kriti sinha, divya, anisha , manish pathak, manvendra yadav,