Hrm module iv-grievance procedure
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Hrm module iv-grievance procedure

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Hrm module iv-grievance procedure Hrm module iv-grievance procedure Presentation Transcript

  • GRIEVANCE HANDLING Points to be discussed in the lecture sessions.  Concepts and causes of Grievance Need for a grievance redressal Procedure.  Steps in the grievance procedure. Grievance Redressal Procedure in Unionized Organizations. Legislative aspects of the grievance Redressal Procedure in India. Conflict resolution.
  • A Grievance is a sign of an employee’s discontent , either with the job or the organization. “ It is a dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the notice of the management”. (Dale S Beach) Grievance “is a type of discontent , which must always be expressed. A grievance is usually more formal in character than a complaint”. (Edwin B Flippo) “ The complaints affecting one or more individual workers in respect of their wage payments , overtime , leave, transfer, promotion, seniority , work assignment and discharge would constitute grievances. (National Commission on Labour.)
  • Causes of Grievance – Economic Issues: wage, incentives, bonus . – Psychological issues: disappointment with unpleasant relationships with supervisors and other colleagues, denial of leave , overtime, or other benefits. – Unhealthy Working conditions and environment. – Structural issues: denial of transfer or promotion
  • Need for a Grievance Procedure – Grievance procedures keep a check on arbitrary actions. – Means of expressing the dissatisfaction. – Help in upward communication. – People’s problems are considered while formulating major plans. – Builds harmonious industrial relations and reduce industrial conflicts. – Win the trust and confidence of the employees
  • GRIEVANCE REDRESSAL PROCEDURE. Voluntary Arbitration. VI Stage ( 7days) N.S Committee of Union and Management Representatives. N.S Manager V Stage ( 7days) IV Stage (7days) N.S Grievance Committee. III Stage (7 days) N.S Departmental Representatives. Departmental Representatives. Head of the Department. N.S Supervisor N.S Foreman. GRIEVANT EMPLOYEES II Stage ( 3days) I stage (48hrs) Conveys verbally.
  • THREE STEP GRIEVANCE PROCEDURE. Step Labour Rep Management Rep. 1 Shop Steward and aggrieved employee Foreman 2 Shop Committee General Manager. 3 Arbitration by an impartial third party. FOUR STEP GRIEVANCE PROCEDURE 1 Steward and aggrieved employee Foreman 2 Shop Committee Personnel Manager 3 Local Union Officers President 4 Arbitration by an impartial third party. FIVE STEP GRIEVANCE PROCEDURE 1 Union Steward or employee Immediate supervisor. 2. Chief Steward or business agent Superintendent or IR officer. 3. Company Grievance Committee IR Director or Plant manager. 4. Regional or District rep of the union Top Corporate Management 5. Arbitration by an impartial third party.
  • Grievance Redressal Procedure in an unionized organization Arbitrator. Grievance Committee Departmental Head/Business manager / superintendent/ IR officer. Supervisor/Manager. Composition 2 rep of the Mgt, 1 union rep, 1 union dept rep of the dept. Aggrieved Employee.
  • Grievance Redressal Procedure in an non-unionized organization – Open door Policy – Ombudsprocess. – Works Committee.( 2 from Mgt, 1 from dept ,secretary ).
  • LEGISLATIVE ASPECTS OF THE GRIEVANCE REDRESSAL PROCEDURE IN INDIA. INDUSTRIAL EMPLOYMENT (STANDING) ACT ,1946. Clause 15 of the Model Standing Orders in Schedule I of the act specifies that “all complaints arising out of employment , including those relating to unfair treatment and wrongful exactions on the part of the employer , or his agent , shall be submitted to the manager or other person specified in this behalf with the right to appeal to the employer.” INDIAN LABOR CONFERENCE (1957). The Code of Discipline. • Conformity with existing legislation •Simple and expeditious machinery. •Employee Knowledge of Grievance procedure. •Constitution of the Grievance Committee.