discipline and grievance

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EMPLOYEE

GRIEVANCES AND

DISCIPLINE

EXCEL BOOKS22-1

22

Chapter


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ANNOTATED OUTLINE

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INTRODUCTIONWhen an employee feels that something is unfair in the organisation,

he is said to have a grievance. To be precise, grievances have

certain common features

Employee Grievances And Discipline

Features of the term grievance

Perceived non fulfilment of one's expectations leading to dissatisfaction with any

aspect of the organisation.

The dissatisfaction arises out of employment and not due to personal or familyproblems

The reasons could be real or imaginary or disguised.

The discontent may be voiced or unvoiced


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Causes

Economic

Work environment

Supervision

Work group

Miscellaneous

Effects

If grievances are not identified and redressed properly, they may

adversely affect the workers, managers and the organisation.

Production

Employees

Managers


EMPLOYEE GRIEVANCES


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It is a formal channel of communication used to resolve grievances.Having a formal grievance procedure has its own advantages.

Workers get a wonderful opportunity to ventilate their feelings.

Management can go back to the roots of a problem quickly.

Supervisors, too, have to fall in line and listen to workers

complaints more seriously. A fair redressal mechanism would boostthe morale of all employees greatly.


Grievance Procedure


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The success of a grievance procedure, to a large extent, dependson the various ways adopted to dig out the problem:

The discovery of grievances


How to uncover grievances?

Observation

A formal grievance procedure

Gripe boxes

Open door policy

Exit interviews

Opinion surveys


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Essentials of a formal grievanceprocedure

A sound grievance procedure must have the following characteristics

Prerequisites of a grievance procedure

Conformity with statutory provisions

Unambiguity

Simplicity

Promptness

Training

Follow up



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Steps in the grievance procedure


Identify grievances

Define correctly

Collect data

Analyse and solve Prompt redressal

Implement and follow up


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Model Grievance Procedure


The model grievance procedure suggested by the National Commissionon Labour involves six successive time-bound steps each leading to the

next, in case employees have any reason to complain against any issue

affecting their organisational lives.

Model grievance procedureProce du re Time Frame

Appeal against within a week

Manager 3 days

Grievance Committee 7 days unanimous

HOD 3 days

Supervisor 48 hours

Foreman

Worker


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Guidelines for handling grievances


Treat each case as important and get the grievance in writing

Talk to the employee directly

Discuss in a private place

Handle each case within a time frame

Examine company provisions in each case

Get all relevant facts

Control your emotions

Maintain proper records

Be proactive, if possible.

Grievance Procedure


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In a restricted sense, it is the act of imposing penalties for wrongbehaviour (negative); broadly speaking, it is a condition of orderliness,

where employees willingly practice self control and respect organisational

rules and codes of conduct (positive). The differences between the two

sides of the same coin could be expressed thus:


Discipline

The differences between positive andnegative discipline

Point Negative Discipline Positive Discipline

Concept It is adherence to established norms It is the creation of a conducive climate

and regulations, out of fear of in an organisation so that employees

punishment. willingly conform to the established rules.

Conflict Employees do not perceive the There is no conflict between individual

corporate goals as their own. and organisational goals.

Supervision Requires intense supervisory control Employees exercise self control to meet

to prevent employees from going off organisational objectives.

the track.


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Some of the common disciplinary problems confronted byorganisations include the following

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Common disciplinary problems

Discipline

Attendance-related problem Off the Job behaviour problems

Unexcused absence Insubordination

Chronic absenteeism Smoking

Leaving without permission Fighting with colleagues

Excessive tardiness Gambling, betting

Dishonesty and related problems

Theft, unsafe acts

Carelessness

Falsifying employment application

Sleeping while at work

Wilfully damaging factory assets

Using abusive language against supervisiors

Falsifying work records

Sexual harassment

Performance related problems

Failure to complete assigned work

Accepti ng bribes, gifts

Producing substandard products

Failure to meet production norms


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Causes of Indiscipline

Absence of effective leadership

Unfair management practices

Communication barriers

Non-uniform disciplinary action

Divide and rule policies

Inadequate attention to personnel problems

Discipline


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Positive Discipline Approach

The positive discipline, based upon reminders, is a cooperativediscipline approach where employees responsibility for the desired

behavioural change. The focus is on coping with the unsatisfactory

performance and dissatisfactions of employees before the problems

become major.


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Steps in positive discipline approach

Step 1: An Oral Reminder:Notice here that the word warning is removed. The oral

reminder, supported by written documentation, serves as the initial formal

phase of the process to identify to the employee what work problems he or

she is having. This reminder is designed to identify what is causing the

problem and attempts to correct it before it becomes larger.

Step 2: A Written Reminder: If the oral reminder was unsuccessful, a more

formalised version is implemented. This written reminder once again

reinforces what the problems are and what corrective action is necessary.

Furthermore, specific time tables that the employee must accept and abide

by, and the consequences for failing to comply, are often included.

Step 3: A Decision-making Leave: Here, employees are given a decision-making

leavetime off from work, usually with payto think about what they are

doing and whether or not they desire to continue work with the company:This decidingdayis designed to allow the employee an opportunity to make

a choicecorrect the behaviour, or face separation from the company.


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Progressive Discipline Approach

In a progressive discipline system, the employee is given amplewarning of performance or other work related problems. Failure to

change his or her behaviour is accompanied by increasingly harsher

disciplinary action. Due process is based on the action that

employees have the right to be treated fairly, particularly when being

disciplined.


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The Progressive Discipline Approach

Improper behaviour

Does this violation No No disciplinary

warrant disciplinary action

action?

Yes

Does this violation No Oral

warrant more than warningan oral warning?

Yes

Does this violation No Written

warrant more than warning

a written warning?

Yes

Does this violation No

warrant more than Suspension

a suspension?

Yes

Termination


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The Red Hot Stove Rule

This rule states that discipline should be immediate, consistent, impersonal

and should be in writing.

Disciplinary Action in India

The disciplinary action followed in most Indian companies consists of thefollowing steps:

Issuing a letter of charge

Considering the explanation offered by the employee

Issuing a show cause notice

Holding an enquiry based on principles of natural justice



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Giving a fair chance to employee to explain his case thoroughly

Enabling the employee to cross examine the evidence furnished bymanagement

Explain his own point of view without any fear or pressure

See that punishment is in line with the offence committed.

Making a final order of punishment consisting of various actions such as:

Dismissal

Discharge

Suspension

Demotion to a lower gradeWithholding of increments

Imposing fines

Issuing a warning


discipline and grievance

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