1. SYNOPSIS ON “TO STUDY THE LABOUR WELFARE MEASURES WITH REFERENCE TO BRINDAVAN BOTTELERS PRIVATE LTD.”Submitted in the partial fulfillment of the requirements of MBA Curriculum GBTU UNDER THE GUIDANCE OF Mrs. Sonali Singh SUBMITTED TO Dr. M.K .Rastogi (Head of Department) SUBMITTED BY: Swati Singh Chauhan MBA -4THSemester BBDNIIT, LUCKNOW DEPARTMENT OF MANAGEMENT STUDIES BABU BANARASI DAS NORTHERN INDIA INSTITUTE OF TECHNOLOGY, LUCKNOW
2. (2011-2013)INTRODUCTIONGrievance handling procedure:-The grievance handling procedure is one of the more important means availablefor employee to express their dissatisfaction. It is also a mean available formanagement to keep a check or relevant diagnostic data on the state of theorganization’s health.The formal mechanism for dealing with worker’s dissatisfaction is called thegrievance procedure. It is generally a formal system of several steps throughwhich an affected employee can take his grievance to successively higher levelsof management for redressal.A well-designed and a proper grievance procedure provide: 1) A channel or avenue by which any aggrieved employee may present his grievance. 2) A procedure which ensures that there will be a systematic handling of every grievance. 3) A method by which an aggrieved employee can relieve his feelings of dissatisfaction with his job, working conditions, or with the management. 4) A means of ensuring that there is some measure of promptness in the handling of the grievance.
3. What is a grievance?DEFINATION:“The term grievance refers to a written statement made according to thegrievance procedure included in the collective agreement. It deals withany dispute concerning the interpretation, the application, theadministration or the alleged violation of any clause of the collectiveagreement.”According to Keith Davis “ Grievance is any real or imagined feeling ofpersonal injustice which an employee has concerning his employmentrelationship.”According to Beacn “Grievance is any dissatisfaction or feeling ofinjustice in connection with one’s employment situation that is brought toThe notice of the management.”
4. GRIEVANCE PROCEDURE IN INDIAN INDUSTRYThe 15th session of Indian Labor Conference h957 emphasized the need of anestablished grievance procedure for the country which would be acceptable tounions as well as to management. In the 16th session of Indian LaborConference, a model for grievance procedure was drawn up. This model helpsin creation of grievance machinery. According to it, workers’ representativesare to be elected for a department or their union is to nominate them.Management has to specify the persons in each department who are to beapproached first and the departmental heads who are supposed to be approachedin the second step.The Model Grievance Procedure specifies the details of all the steps that are tobe followed while redressing grievances. These steps are:STEP 1: In the first step the grievance is to be submitted to departmentalrepresentative, who is a representative of management. He has to give hisanswer within 48 hours.STEP 2: If the departmental representative fails to provide a solution, theaggrieved employee can take his grievance to head of the department, who hasto give his decision within 3 days.STEP 3: If the aggrieved employee is not satisfied with the decision ofdepartmental head, he can take the grievance to Grievance Committee. TheGrievance Committee makes its recommendations to the manager within 7 daysin the form of a report. The final decision of the management on the report ofGrievance Committee must be communicated to the aggrieved employee withinthree days of the receipt of report. An appeal for revision of final decision canbe made by the worker if he is not satisfied with it. The management mustcommunicate its decision to the worker within 7 days.STEP 4: If the grievance still remains unsettled, the case may be referred tovoluntary arbitration.
5. The purpose of the grievance procedure The grievance procedure is at the heart of the collective agreement. It allows the union steward to draw up a grievance on behalf of the members. It is recognition by the employer that members have the right to be heard by management. The procedure can have two to four steps. At each step, representatives of the union and the employer meet. Make sure you know the time limits for each step of the procedure. When a case is settled through a grievance, it can serve as a precedent, or a model on which the merits of similar cases will be assessed in the future. Precedents are usually very important because they establish how the union and the employer will interpret the collective agreement from then on.
6. RESEARCH METHODOLOGY Research Methodology is the systematic way to solve the researchproblem. It gives an idea about various steps adopted by the researcher in asystematic manner with an objective to determine various manners.SCOPE OF THE STUDY: The research can be extended the study to Handling Grievance procedure of employeein Brindavan Bottelers ltd. In order to provide an effective suggestion to improve the same.This will be helpful in understanding current portions of the respective company. Andprovide some strategies to extend this measure with title modification which is based on theinternal policy of the company. This study can be used for understanding the potential of theworkers. So that the survey is made all over the area of company and of this survey is madewith both the male and female worker. This study also helps in manipulation of the basisexpectation of the workers. This study will also help the researcher to gain some valuableknowledge over the company.SAMPLE SIZE : 100SAMPLE UNIT: Employees of Brindavan Bottelers ltd., LucknowMETHOD OF DATA COLLECTION: Types of data collection involved are primary andSecondary data.
7. PRIMARY SOURCES OF DATA:It involves data collected as descriptive and qualitative nature. The following methods areused to collect the primary data. Questionnaire method: – This research work makes use of structured questionnaire to elicit information from various employees. Some information is also collected by unstructured question. Interview method: – This research work makes use of personal interviews of various employees and management staff. The main soul of the information of the company I have collected is from the HR Manager.SECONDARY SOURCES OF DATA : The secondary data is collected with reference of manuals, books, journals andBrindavan Bottelers ltd website. The information regarding various welfare facilitiesprovided under different acts. Especially under Factory Act and facilities provided by theorganization was collected from magazines and reference books.STATISTICAL TOOLS: I will use column, barand pie charts as the tools in this report..UNIVERSE: LUCKNOW