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PRESENTED BY:
DIKSHA
JYOTI
Acc. to DALE S BEARCH, “ grievance
is any dissatisfaction or feeling of
injustice in connection with one’s
employment situation that is
brought to the attention of
management.”
GRIEVANCE refers to any form of dissatisfaction with any
aspect of the organization.
The dissatisfaction may be expressed or implied.
The dissatisfaction may be valid , legitimate and rational or
untrue and irrational. When a grievance held by an employee
it cannot usually dismiss it as irrational or untrue.
A grievance arises only when an employee feels injustice has
been done to him and if that grievance not redressed in time
, tend to lower morale of employee.
ESSENTIALS OF A SOUND GRIEVANCE
PROCEDURE
• Conformity with Prevailing Legislations
• Acceptability
• Clarity
• Promptness
• Simplicity
• Training
• Follow up
GRIEVANCE PROCEDURE
• Step 1- The aggrieved employee verbally explains
his grievance to his immediate supervisor or in a
conference.
• Step 2- The second step begins when the
grievance is not settled by the supervisor.
• Step 3- If the employee is not satisfied with the
answer, he can approach the grievance
committee.
• Step 4- Appeal for revision to the management.
• Step 5- Employee may refer the grievance for
voluntary arbitration.
ARBITRATIO
N
Personnel Manager
Company union
committee
Regional union
representative
EMPLOYEE
Department head Chief steward
Union stewardSupervisor
Step 5
Step 4
Step 3
Step 2
Step 1
Union representativeManagement representative
Time taken
No time
limit
prescribed
7 days
3 days
3 days
2 days
-------------------------------------
------------------------------------------
-------------------------------------------
Presentation1.pptx grievance handling

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Presentation1.pptx grievance handling

  • 2. Acc. to DALE S BEARCH, “ grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of management.”
  • 3. GRIEVANCE refers to any form of dissatisfaction with any aspect of the organization. The dissatisfaction may be expressed or implied. The dissatisfaction may be valid , legitimate and rational or untrue and irrational. When a grievance held by an employee it cannot usually dismiss it as irrational or untrue. A grievance arises only when an employee feels injustice has been done to him and if that grievance not redressed in time , tend to lower morale of employee.
  • 4.
  • 5. ESSENTIALS OF A SOUND GRIEVANCE PROCEDURE • Conformity with Prevailing Legislations • Acceptability • Clarity • Promptness • Simplicity • Training • Follow up
  • 6. GRIEVANCE PROCEDURE • Step 1- The aggrieved employee verbally explains his grievance to his immediate supervisor or in a conference. • Step 2- The second step begins when the grievance is not settled by the supervisor. • Step 3- If the employee is not satisfied with the answer, he can approach the grievance committee. • Step 4- Appeal for revision to the management. • Step 5- Employee may refer the grievance for voluntary arbitration.
  • 7. ARBITRATIO N Personnel Manager Company union committee Regional union representative EMPLOYEE Department head Chief steward Union stewardSupervisor Step 5 Step 4 Step 3 Step 2 Step 1 Union representativeManagement representative Time taken No time limit prescribed 7 days 3 days 3 days 2 days ------------------------------------- ------------------------------------------ -------------------------------------------