This document discusses grievance procedures and industrial discipline. It defines grievances as any dissatisfaction or feeling of injustice regarding one's employment. A grievance procedure is needed to address issues before they escalate, provide a way for workers to voice complaints, and settle issues that frontline managers cannot. Common grievances include disputes over wages, incentive systems, promotions, transfers and work conditions. The document also defines employee discipline as rules and regulations that prompt orderly behavior. It discusses positive and negative approaches to discipline, objectives of discipline, causes of indiscipline, forms of misconduct, principles of disciplinary action, procedures for punishment, and types of punishment.

1. Unit – 4 : Grievance Procedure & Industrial Discipline
Meaning/Definition
i) “any dissatisfaction or feeling of injustice in connection with
one’s employment situation that is brought to the notice of the
management” – Beach
ii) “any discontent or dissatisfaction, whether exposed or not
whether valid or not, arising out of anything connected with
the company which an employee thinks, believes or even feels
to be unfair, unjust or inequitable”
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2. Need for a grievance procedure
1. Disturb the employees – affects their productivity, morale
2. Not possible for first-line managers to settle all the issues
3. Provides on opportunity to express workers gripes, discontent
4. If not solved in early adage – leads to serious consequences
Causes of grievances
1. Demand for individual wage adjustments
2. Complaints about the incentive system
3. Complaints about job satisfaction
4. Complaint against particular foreman
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3. 5. Complaints against disciplinary measures
6. Objections to the supervision methods
7. Promotion issues
8. Transfer to another department or shift
9. Inadequacy of safety and health services/devices
10.Non-availability of materials in time
11.Violation of contracts relating to collective bargaining
12.Improper job assignment
13.Undesirable or unsatisfactory work condition
14.Fine imposed
15.Issues related to seniority calculation
Grievance Procedure – chart in the last page
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4. Employee Discipline
Introduction
- Members of the group should reasonably confirm to the rules &
regulations i.e., code of behavior
- Employee morale & industrial peace : product of proper maintenance of
discipline
- Facilitated to coordination & control
Meaning
- Condition or attitude prevailing among the employees with respect to
rules & regulations
- Does not mean strict, rigid rules & regulations
- Working, cooperating, behaving in a normal & orderly way
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5. Definition
“a force that prompts individual/groups to observe the rules, regulations &
procedures which are deemed to be necessary for the effective
functioning of an organization”
Approaches to Discipline
1. Determinative : self-discipline - positive willingness that prompts
individuals/groups to carryout instructions, rules of conduct, & standard
of work
2. Negative approach : individuals to undertake or not to undertake some
activities, do not adhere to R & R - Punitive/Big stick approach : imposes
penalty or punishment
3. Positive approach : workers believe and support discipline & adhere to
rules & regulations
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6. Objectives
1. To attain willing acceptance – rules & regulations : goal attainment
2. To impart an element of certainty - several differences in informal
behaviour
3. To develop spirit of tolerance & desire to make adjustments among
employees
4. To give & seek direction & responsibility
5. To create an atmosphere – respect for human relations
6. To increase working efficiency, morale – productivity
Indiscipline :
- Disorderliness, insubordination, & not following the rules & regulations
- Symptoms : change in the normal behaviour, absenteeism, slow at work,
severity of grievances, lack of concern for performance, demand for high
wages, OT
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7. Causes
1. Non-placement of right person on the right job
2. Undesirable behaviour of senior officials
3. Favoritism
4. Lack of upward communication
5. Weak leadership
6. Defective supervision
7. Improper rules & regulations
8. Misconception about rules & regulations
9. Rigidity of employees
10. Distrust
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8. Forms of misconduct/indiscipline (standing orders)
1. Willful insubordination – individual/group
2. Theft, fraud, dishonesty
3. Willful damage, or loss to property
4. Bribe or illegal gratification
5. Habitual absence – with/without leave
6. Habitual negligence
7. Habitual breach of any law
8. Riotous/disorderly behaviour during work
9. Any act/omission – causing fine
10. Resorting to strikes/inciting others
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9. Disciplinary action : must confirm to certain principles
1. The principle of natural justice
2. The principle of impartiality or consistency
3. The principle of impersonality or consistency
4. Opportunity to the defender to defend himself
Guidelines for disciplinary action
1. Location of responsibility – maintaining discipline
2. Formulation & communication of rules
3. Reasonable R & R
4. Equal treatment
5. Disciplinary action - in private
6. Get the facts
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10. Procedure for Punishment (standing orders)
1. Forming & issuing a charge sheet
2. Receiving the defendant's explanation
3. Issuing notice of enquiry
4. Holding the enquiry
5. Findings of enquiry officer
6. Decisions of the disciplinary authority
7. Communication of the order of punishment
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11. Types of punishment (standing orders)
1. Oral warnings
2. Written warnings
3. Loss of privileges & fines
4. Punitive Suspension - till enquiry is completed, allowances to
be paid (one half), not beyond 90 days
5. Withholding of increments
6. Demotion
7. Termination
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