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Employee Grievance
Grievance means any type of dissatisfaction or discontentments arising out of
factors related to an employee’s job which he thinks are unfair, which may include,
complaints concerning wages, hours of work, working conditions, performance
evaluations, 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 rates
2. Leave policy
3. Overtime
4. Lack of career planning
5. Role conflicts
6. Lack of regard for collective agreement
7. Disparity between skill of worker and job responsibility
Employee Grievance Cont..
Grievance resulting from working conditions include:
1. Poor safety and bad physical conditions
2. Unavailability of tools and proper machinery
3. Negative approach to discipline
4. Unrealistic targets
Grievance resulting from inter-personal factors include
1. Poor relationships with team members
2. Autocratic leadership style of superiors
3. Poor relations with seniors
4. Conflicts with peers and colleagues
 
Employee Grievance Cont..
Distinguishing complaint from grievance
A complaint is an indication of employee dissatisfaction that has not been submitted in
written
Grievance 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 policy
2. Step ladder policy
Open 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 redressed
In this procedure, whenever an employee is confronted with a grievance, he presents 
his problem to his immediate supervisor
If  the  employee  is  not  satisfied  with  superior’s  decision,  then  he  discusses  his 
grievance with the departmental head
The departmental head discusses the problem with joint grievance committees to find a 
solution
If the committee also fails to redress the grievance, then it may be referred to chief 
executive
If  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. 
 
Employee Grievance Cont..
 

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Employee grievance

  • 1. Employee Grievance Grievance means any type of dissatisfaction or discontentments arising out of factors related to an employee’s job which he thinks are unfair, which may include, complaints concerning wages, hours of work, working conditions, performance evaluations, 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
  • 2. Employee Grievance Cont.. Grievance resulting from management policies include: 1. Wage rates 2. Leave policy 3. Overtime 4. Lack of career planning 5. Role conflicts 6. Lack of regard for collective agreement 7. Disparity between skill of worker and job responsibility
  • 3. Employee Grievance Cont.. Grievance resulting from working conditions include: 1. Poor safety and bad physical conditions 2. Unavailability of tools and proper machinery 3. Negative approach to discipline 4. Unrealistic targets Grievance resulting from inter-personal factors include 1. Poor relationships with team members 2. Autocratic leadership style of superiors 3. Poor relations with seniors 4. Conflicts with peers and colleagues  
  • 4. Employee Grievance Cont.. Distinguishing complaint from grievance A complaint is an indication of employee dissatisfaction that has not been submitted in written Grievance is a complaint that has been put in writing and made formal    
  • 5. 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 policy 2. Step ladder policy Open 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.     
  • 6. Employee Grievance Cont.. Step ladder policy: Under this policy, the aggrieved employee has to follow a step by  step procedure for getting his grievance redressed In this procedure, whenever an employee is confronted with a grievance, he presents  his problem to his immediate supervisor If  the  employee  is  not  satisfied  with  superior’s  decision,  then  he  discusses  his  grievance with the departmental head The departmental head discusses the problem with joint grievance committees to find a  solution If the committee also fails to redress the grievance, then it may be referred to chief  executive If  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.