Employee GrievanceGrievance means any type of dissatisfaction or discontentments arising out offactors related to an employee’s job which he thinks are unfair, which may include,complaints concerning wages, hours of work, working conditions, performanceevaluations, job assignments, or the interpretation or application of a rule,regulation or policy.In an organization, a grievance may arise due to several factors such as: Violation of management’s responsibility such as poor working conditions Violation of company’s rules and regulations Violation of labor laws Violation of natural rules of justice such as unfair treatment in promotion, etc.Sources of grievance may be categorized under three heads: Management policies Working conditions Personal factors
Employee Grievance Cont..Grievance resulting from management policies include:1. Wage rates2. Leave policy3. Overtime4. Lack of career planning5. Role conflicts6. Lack of regard for collective agreement7. Disparity between skill of worker and job responsibility
Employee Grievance Cont..Grievance resulting from working conditions include:1. Poor safety and bad physical conditions2. Unavailability of tools and proper machinery3. Negative approach to discipline4. Unrealistic targetsGrievance resulting from inter-personal factors include1. Poor relationships with team members2. Autocratic leadership style of superiors3. Poor relations with seniors4. Conflicts with peers and colleagues
Employee Grievance Cont..Distinguishing complaint from grievanceA complaint is an indication of employee dissatisfaction that has not been submitted inwrittenGrievance is a complaint that has been put in writing and made formal
Employee Grievance Cont..Grievance Redressal Procedure Grievance redressal procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization. 1. Open door policy2. Step ladder policyOpen door policy: Under this policy, the aggrieved employee is free to meet the top executives of the organization and get his grievances redressed. Such a policy works well only in small organizations.
Employee Grievance Cont..Step ladder policy: Under this policy, the aggrieved employee has to follow a step by step procedure for getting his grievance redressedIn this procedure, whenever an employee is confronted with a grievance, he presents his problem to his immediate supervisorIf the employee is not satisfied with superior’s decision, then he discusses his grievance with the departmental headThe departmental head discusses the problem with joint grievance committees to find a solutionIf the committee also fails to redress the grievance, then it may be referred to chief executiveIf the chief executive also fails to redress the grievance, then such a grievance is referred to voluntary arbitration where the award of arbitrator is binding on both the parties.