Employee Grievances and Employee Grievances and Disciplinary ActionsDisciplinary Actions

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EMPLOYEE GRIEVANCEEMPLOYEE GRIEVANCE

Every employee has certain expectations, which he thinks must

be fulfilled by the organization he is working for. When the

organization failed to do this, he develops a feeling of

dissatisfaction. When an employee feels that something is unfair

in the organization. He is said to have a grievance.

CAUSESCAUSES1.    Economic Wage fixation Overtime Wage revision 2.    Work Environment Poor physical condition of workplace Tight production norms Defective tools and equipment Poor quality of material Unfair rules Lack of reorganization etc.

3.    Supervision Relates to the attitude of the supervisor towards the employee such as perceived notions of bias, favoritism, regional feelings etc.

CAUSESCAUSES 4.    Work Group Employee is unable to adjust with his colleagues, suffers from feelings of

neglect, victimization and becomes an object of ridicule and humiliation etc.

5. Miscellaneous Issues relating to certain violations in respect of promotions Safety

methods Transfer Disciplinary rules Fines Granting leaves Over stay after the expiry of leaves Medical facilities etc. 

Handling Grievances EffectivelyHandling Grievances Effectively

Treat each case as important and get the grievances in writing.

Talk to the employee directly. Encourage him to speak the truth. Give him a

patient hearing.

Discuss in a private place. Ensure confidentiality, if necessary.

Handle each case within a time frame.

Refer company Policy in each case. Inform your superior about all grievances.

Get all relevant facts about the grievance; examine the personal records of the

aggrieved worker. See whether any witness are available and visit the work

area.

Control your emotions, your remarks and behavior.

Maintain proper records and follow up the action taken in each case.

GRIEVANCE PROCEDUREGRIEVANCE PROCEDURE    

Stage –I At Supervisory level

Stage –II At HOD level

Stage –III At Management level

  PRINCIPLE OF NATURAL JUSTICEPRINCIPLE OF NATURAL JUSTICE

     

A man cannot be a judge in his own case.

A person should be given an opportunity of being heard.

The punishment should commensurate with the gravity of offence.

Justice should be done in a way that it should seem that justice has been

done.

DISCIPLINARY ACTIONDISCIPLINARY ACTION

Who is Disciplinary Authority?

The Manager Person Authorized by the Board

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DISCIPLINARY ACTIONDISCIPLINARY ACTION What is Misconduct?  Any act, which is subversive of a good conduct, is misconduct. Misconducts are defined in Standing Orders  How to Report Misconduct.

Shift Date Time Name Dept ID No Venue Accurate Incidence Witnesses Signature

Preliminary Enquiry Preliminary Enquiry

Who will conduct Preliminary Enquiry?

Where it is to be conducted?

How it is to be conducted?

Enquiry Report

Domestic Enquiry Domestic Enquiry

Charge Sheet

Written Explanation

Enquiry Officer

Management Representative

Witnesses from both side

Examination / Cross – Examination / Examination –in –chief

Enquiry Report

Second Show cause Notice

Punishment /Acquittal

What are the Punishments?What are the Punishments?

Warning or censure.

Making an adverse remark in the service records.

Suspension from service without wages for a period not exceeding 7

days.

Fine subject to the provisions of the Payment of Wages Act and rules

made there under.

Stoppage of annual increment up to 2 years with or without cumulative

effect.

Demotion or reversion to the lower grade, post or scale with reduced

pay as per that lower grade, post or scale.

Discharge or dismissal.

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