The document discusses grievance procedures in the workplace. It defines a grievance as a formal complaint raised by an employee against an employer. The grievance procedure involves an aggrieved employee first explaining the issue verbally to their immediate supervisor. If unresolved, it is then escalated to the head of the department, grievance committee consisting of union and management members, company executive, and finally an arbitrator which includes representatives from management, union, and an impartial person. The grievance procedure can vary between industries and unions depending on factors like organization size, union strength, management philosophy, and traditions.

1. GRIEVANCE
SETTLEMENT
PROCEDURE
TEJASVI TYAGI
MBA
SHRI RAM GROUP OF COLLEGES

2. What is grievances…?
• A grievance is a formal complaint that is raised
by an employee towards an employer within the
workplace.
• GRIEVANCES are formally registered in
accordance with the GRIEVANCE PROCEDURE.

3. W’s OF GRieVaNCES:
WHO IS INVOLVED……….?
WHEN DID IT HAPPENS….?
WHERE DID IT HAPPENS…...?
WHAT EXACTLY HAPPENED…?
WHO ARE THE WITNESSES…?
WHY IS IT GRIEVE-ABLE….?
WHAT ARE THE DEADLINES…?
WHAT CAN BE THE SOLUTION.?

4. GRIEVANCE REASONS:
 ECONOMIC
 WORKING ENVIRONMENT
 SUPERVISION
 WORK GROUP
 WORKING ORGANIZATION

5. GRieVaNCE EFFECTS
 LOSS OF INTEREST IN WORK
LOW PRODUCTION

6. POOR QUALITY OF PRODUCTION
INCREASE IN WASTAGE AND COSTS
 INDISCIPLINE
 INCREASE IN ACCIDENTS

10. GRieVaNCE IDENTIFICATION
TECNIQUES:
THERE ARE FOUR GRIEVANCE IDENTIFICATION
TECHNIQUES WHICH ARE AS GIVEN NEXT……..

11. OBSERVATIONS OPEN DOOR POLICY
GRIPE BOXES EXIT INTERVIEWS

12. GRieVaNCE PROCEDURE:
 GREIVENCE PROCEDURE VARY FROM
INDUSTRY TO INDUSTRY, AND FROM TRADE
UNION TO TRADE UNION BECAUSE OF THE
VARIATIONS IN THE SIZE OF THE
ORGANIZATIONS, TRADE UNION
STRENGTH,MANAGEMENT PHILOSOPHY ,
THE CONPANY TRADITIONS,INDUSTRIAL
PRACTICES AND THE TRADE CONDITIONS……

14. PROCEDURE:
TERMS:
 Shop steward
a person elected by workers, for example in a factory, to represent them
in dealings with management.
 Grievance committee:
It is committee of representatives from both labor and management side
to find the remedy of worker’s grievances.
 Arbitrator:
An arbitrator is an impartial outsider hired to find the remedy of worker’s
grievances.
STEP 1: The aggrieved employee explains his problem
verbally to his immediate supervisor or in the conference
specially arranged.

18. G
R
I
E
V
A
N
C
E
AGRIEVED EMPLOYEE
(PIDIT EMPLOYEE)TO
IMMEDIATE BOSS
IMMEDIATE BOSS TO HOD
HOD TO GREIVANCE
COMMITTEE(COMBO OF UNION
AND MANAGEMENT MEMBERS)
GREIVANCE COMMITTEE
TO COMPANY
EXECUTIVE
COMPANY EXECUTIVE TO
ARBITRATOR(INCLUDES 1
MANAGEMENT 1 SHOP STEWARD N 1
IMPARTIAL PERSON).

19. 1)IDENTIFY THE RELIEF
UNION IS SEEKING
2)FULLY INFORM YOUR
SUPERIOR ABOUT THE
MATTER
3)EXAMINE THE GREVENT
PERSONAL RECORD
4)TREAT THE UNION
REPRESENTATIVE AS EQUAL
5)ENFORSE THE
CONTRACTUAL TIME LIMITS.
1) DISCUSS THE CASE WITH
UNION STEWARD ALONE.
2) HOLD BACK THE REMEDY
WHEN THE COMPANY IS
WRONG
3) RELINQUISH YOUR
AUTHORITY TO THE UNION
4) APPLY REMEDY TO
IMPROPER GREVIENCE
5)ARGUE GREVIENCE ISSUES
OFF THE WORK PREMISES