Download - Grievance & Grievance Procedure
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Grievance Handling- Contents
-Concept of grievance
-Causes of grievances
-Need for a grievance Redressal procedure
-Effective Grievance Redressal
-Step s in Grievance Redressal procedure
-Grievance procedure in Unionizedorganizations
-Legislative aspects
-Conflict Resolutions
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Causes of grievances
Dissatisfaction with the compensation or
components of compensation
Denial of promotions
Unpleasant relationship with supervisors
Unhealthy and harmful working conditions
Job assignments no match with aptitude and
skill Lack of resources to achieve the objectives of the
organization
Denial of leave , overtime and other benefits
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Grievance and Grievance
Procedure
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What is it ?
E B Flippo:
It is type of discontent which must be
always expressed . It is usually more formalin character than a complaint.
It can be valid or ridiculous and must grow
out of something connected with company
operations or policy. It must involve an
interpretation or application of the
provisions of the labor contract
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Grievance Its Concept
Any discontent or dissatisfaction that affects
organizational performance.
A written complaint filed by an employeeclaiming unfair treatment
Whether valid or not, expressed or not, where an
employee feels unfair or unjust w.r.t. anything
about his/her company.
Wages, overtime, leave, transfer, promotions,
seniority, work etc.
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Importance of Grievance Handling
Define the dissatisfaction
Get the facts
Analyze and divide
Answer is a must
Follow up
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Dissatisfaction ,grievance and complaint ?
Dissatisfaction arises when an individual is not
happy in his job and the organization does not
recognize individual s goals
Dissatisfaction leads to complaint and discuss
with another employee
When the dissatisfaction relating to the work is
brought to the notice of the management , it
becomes grievances
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Effective Grievance Procedure-
Conditions
- Identification of root causes
- Resolve the issue at the lowest possible
level
- Resolve the issue in an amicable manner
and without delay
- Should not result in violation of
organizational rules and policies
- Tracks the redressal procedure
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Effective Grievance Procedure-
Conditions To help the management to identify core
issues
Shall provide for unbiased and objectiveredressal of employee grievances
The procedure be simple and short and
easily understandable To consider social, financial and
psychological aspects for amicable
settlement
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Need for Grievance Redressal procedure
Helps in upward communication
If not settled , leads to frustration
Helps to maintain harmonious relationships If not taken care , leads unhealthy work
environment
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Steps Model procedure for grievance
handling ( NCL) To orally complain to his immediatesupervisor( Level I)
No response to approach the next level on
the redressal procedure
To approach the next level authority with a
written letter of request
The authority to has to reach a settlement
within 3 days ( level-II)
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Steps Model procedure for grievance
handling ( NCL)
The third level is the grievance committee
and it is given 7 days to discuss the issue
with the employee and reach a settlement In case of unanimous decision, the
management has to implement I
If not the management is given 3 days tocommunicate its decision . If not, it is taken
to fourth stage
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The Grievance Handling Procedure
A grievance should be within the limits of
first line supervisor
The appellate authority should be made clear
for appealing
Speedy grievance procedure
Disciplinary instructions come first and then
the protest
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The Grievance Handling
Procedure The union will take up the issue for
settlement
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ArbitrationIf the grievance is not resolved then:
The union can drop any issue permanently
The union can call a strike if the contract
permits
The case may be submitted to an impartial
arbitrator
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Conflict & Resolution
1.Why conflicts ?
- Incompatibility in the goals
-Expectations of management , Union and
employees
2. How to resolve ?-Modern / Contingency
Approach)
- Conflicts can be good or bad
- Constructive conflicts leads to productive
& advantage Aids management
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How people respond to conflicts
Avoidance :
Win- Lose
Accommodating Arbitration
Mediator
Compromise Problem solving
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Responding to conflicts Avoidance: Fear to face confrontations
Confrontations - may lead to anger
,rejection ,unpleasantness Withdrawing from situation
Sensitive to feelings of self and others
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Win- Lose
Treat conflicts as competition WIN OR
LOSE
Use techniques to force ideas on the others Use other techniques like Bribe,
punishment , org. battle etc
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Accommodation
Suppressing own needs & opinions and
feelings
Sacrifice ones own interests to find a
solution to resolve the issues
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Arbitration An outsider is involved
Tries to resolve the conflicts in an unbiased
and objective manner
Arbitrator decision is final
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Mediator
Third party intervention is sought
Mediator helps to reach a decision
Steers the disputing parties towards
n\mutually acceptable solutin
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Compromise Meet at a Half-way
Each one makes some sacrifice
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Methods of conflicts resolution
Win-Lose : One party take the upper hand
Avoidable : The less dominant party withdraw
Accommodation: (Smoothing) : Differences
are sorted out as the parties consider the
importance of the organization
Compromise: Bargaining is done to arrive at an
intermediate acceptable position
Arbitration : An outside party involves issues
in resolving the conflict issues decision
conflicts
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Methods of conflict resolution