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04/11/2023 Section A Group -2 "Employee Grievances and Discipline "

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EMPLOYEE

& DISCIPLINEPRESENTED BY

:NAVNEET KUMAR

(23)PRASHANT NOOKALA

(29)SIDDHARTH UJJAIN (39)

YUVRAJ BHADAURIA (47)

VISHAL RATHAUR (52)

PIYUSH SINGH (56)


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Contents

INTRODUCTION

PRE-REQUISITES OF A GRIEVANCE PROCEDURE

MODEL GRIEVANCE PROCEDURE

GRIEVANCE MANAGEMENT IN INDIAN INDUSTRY

DISCIPLINE

PRINCIPLES OF NATURAL JUSTICE AND DOMESTIC ENQUIRY

CASE STUDY

CONCLUSION


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Employee 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.


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Causes

1. 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 recognition etc.


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Causes

3. Supervision Relates to the attitude of the supervisor towards the

employee such as perceived notions of bias, favoritism, regional feelings etc.

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.


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Causes

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.


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Effects

Grievances, if they are not identified and redressed, may affect adversely the workers, managers and the organization. The effect are:-

On production include:-• Low quality of production.• Increase in the wastage of material, spoilage of machinery.• Increase in the cost of production per unit.

On the Employees:-• Increase the rate of absenteeism and turnover.• Reduce the level of commitment, sincerity and punctuality.• Increases the incidence of accidents.• Reduces the level of employee morale.


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Contd……

On the Managers:-• Strains the superior-subordinate relations• Increases the degree of supervision, control and

follow up• Increases in indiscipline cases• Increase in unrest and thereby machinery to

maintain industrial peace


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Need for a Grievance Procedure

The grievances affect not only the employee and managers but also the organization as a whole. In view of these adverse effects, the management has to identify and redress the grievances in a prompt manner.

If the individual grievances are left ignored and unattended, there is a danger that these Grievances may result in collective disputes. They affect the employee morale adversely.

Hence , it is essential to have a proper grievance handling procedure for the smooth functioning of the organization.


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Advantages of having a Grievance Handling

Procedure• Feel the “pulse” of the employee.

• Employee gets a chance to ventilate his feelings.

• Attitude and behavior towards the subordinates.

• The morale of the employee will be high.


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The discovery of Grievances

Grievances can be uncovered in no. of ways.

1) Observation.2) Grievance procedure. 3) Gripe boxes.4) Open door policy. 5) Exit interview.6) Opinion surveys.


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Essential pre-requisites 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 Analyze & solve Prompt redressal Implement & follow up


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Model Grievance Procedure

Worker

Foreman

Supervisor

Appeal against within a week

Manager

Grievance Committee

HOD

Procedure Time Frame

3 days

7 days

3 days

48 hours


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Grievance Management in Indian Industry

At present there are three legislations dealing with grievances of employeesWorking in industries.

1.The Industrial Employment Act,1946 -requires that every establishment Employing 100 or more workers should frame standing orders

2.The Factories Act,1948, -provides for the appointment of a welfare officer in every factory ordinarily employing 500 or more workers.

3. Industrial Disputes Act, 1947, amended in 1965 –Besides Individual disputes relating to discharge, dismissal or retrenchment can be taken up for relief.


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Guidelines for handling Grievances

Treat each case as important 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 about the

grievance Gather information from the union

representative Control your emotions Maintain proper records


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Discipline

It is required for both the organization & the individual.

Negative discipline – It is interpreted as sort of check or restraint on the freedom of a person. It is used to refer to the act of imposing penalties for wrong behavior.

Positive discipline – Employees comply with rules not out of fear of punishment but out of an inherent to corporate & achieve goals.


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Contd…… Progressive discipline – It is more of a step wise

procedure which includes:1) Oral warning2) Written warning3) Serious punitive step4) Termination


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Progressive discipline approach

Termination

Improper behavior

Does this violation warrants

disciplinary action ?

Suspension

Does this violation warrants more than a written warning ?

Does this violation warrants more than

a suspension ?

Does this violation warrants more than an oral warning ?

Written Warning

Oral Warning

No disciplinary action

No

No

No

No

Yes

Yes

Yes

Yes


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The Red Hot Stove Rule

Burns immediately

Provides warning

Gives consistent punishment

Burns impersonally


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Causes of Indiscipline

Absence of effective leadership Unfair management practices Communication barriers Non-uniform disciplinary action Divide & rule policy Inadequate delay in personnel problems Victimization


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Disciplinary Action

Issuing a letter of charge Consideration of explanation Show-cause notice Holding of a full fledge enquiry Making a final order of punishment Follow up


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CASE STUDY


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This is the case of a person named Prashant Nookala who was hired on Jan 20, 2004 as a mechanic for a large national automobile service station in Mumbai. His work was to do routine preventive maintenance on the cars that are leased out to various local firms from time to time. And he was scheduled to start his work at 7 a.m.

On July 25, 2005 a person named Yuvraj Singh who was the supervisor of Prashant Nookala called him up and informed him that he was not reporting for work in time several times during this period. Prashant made excuse that since he had to travel more than 60 km all the way from his residence to reach here at 7 a.m. So, Prashant’s time was extended from 7 a.m. to 8 a.m.


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During the month of Aug 2005, Prashant was late eight times. Another meeting took place between the two, similar to the one at the end of July. As a result of it, Prashant starting time was changed to 9 a.m.

On Jan 10,2006,Yuvraj posted the following notice on the display board-”Any employee late for work more than thrice in any one particular month is subject to termination.”

On feb,20 2006, Yuvraj called Prashant in his office and informed him that he was found to be late for work more than three times. And if his behavior continues , he is subject to termination. Prashant signed the letter to acknowledge that he had received it.


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In April 2006 , Prashant was again late eight times giving excuses as usual. In May and June months that followed, more or less, the same behavior continued.

On Aug 10, 2006, Yuvraj informed Prashant that he had been fined for his tardiness. And he was informed that this decision was taken following scrupulously observing every word of law.

On Aug 19, 2006, Prashant came in with his union representative Mr Vishal Rathaur and demanded his job back. He also made an allegation that another women by name Shikha working in the store division, was late as many times as he was or more and no action were taken against her.


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Further he also alleged that Yuvraj is having an affair with her. The union representative intervened and said that nearly six people in the company were in support of this fact under oath.

The union representative Mr. Vishal asked Yuvraj that rule is same for every employee. And he could not let any person break the rule and penalize someone else for breaking the same rule.

Moreover he also said that in Prashant’s case he had not followed the rules mentioned in the Act. And Yuvraj also had not informed the union before firing Prashant.

They said either they take back Prashant or they will be fighting this issue on other grounds as well.


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QUESTIONS ??

1. What is your opinion with regard to this case? Is everything in order? Who is at fault?

2. What would you do if you were to decide the case? Would you punish Prashant or let him go off the hook?


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CONCLUSION

Any Grievances should be first resolved within the boundary(organization.)During the course of enquiry , examination and cross examination should be free and proper and all documents should be open to be seen by the parties.

Before taking any punitive action, management should keep in view the gravity of misconduct.

Because taking the issue for out of court settlement may mar the image of any organization.


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THANK YOU !

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