According to Michael Jucius, ' A grievance can be any

discontent or dissatisIaction, whether expressed or not,

whether valid or not, and arising out oI anything connected
with the company that an employee thinks, believes, or even
Ieels as unIair, unjust, or inequitable.
Thus, a grievance represents a situation in which an employee
Ieels that something unIavorable to him has happened or is
going to happen
Forms of Grievances;
actual; legitimate needs..
Imaginary; wrong perception, wrong attitude..
Disguised; unknown to oneselI..
auses of grievances;
conomic
Work environment
Supervision
Work group
Miscellaneous
TlE 0l3C0vERY 0F
0RlEvANCE3
0oserval|or
0r|evarce procedure
0r|pe ooxes
0per door po||c|es
Ex|l |rlerv|eWs
0p|r|or surveys
mployee grievance is not something you can treat
lightly.....
0r producl|or;
, ow quality
, ow quantity
, Increase in wastage oI materials ,spoilage/breakage oI
machinery
, Increase in cost oI production
0r erp|oyee;
Increase in absenteeism and turn over rate
Reduction in level oI commitment, sincerity and punctuality
Increasing incidents oI accidents
Reduction in employee morale rate
0r raragers
Strains superior-subordinate relationship
Increased degree oI supervision, control and Iollow up
Increased undisciplined cases..
0RlEvANCE lAN0LlN0 PR0CE0uRE
0r|evarce rard||rg procedure
!re-requisites
onIormity with statutory provisions.
Unambiguity.
Simplicity
Promptness
Training
ollow up
/vantages
a. eel the pulse oI employees
b. mployees can ventilate their Ieelings
c. Keeps a check on supervisor`s attitude & behavior towards
subordinates.
d. Morale oI employees will be high
STPS IN GRI'AN PRODUR
i. IdentiIy grievances.
ii. DeIine correctly.
iii. ollect data.
iv. Analyze and solve.
v. Prompt redressal.
vi. Implement and Iollow up
GUIDIN$ FOR HNDING GRI'N$
Treat each case as important and get the gievance in writing
Talk to the employee directly;
Discuss in private place
Handle each case within a time Irame.
xamine company`s provision in each case.
Get all relevant Iacts.
Gather inIormation
ontrol your emotions
Maintain proper records
Be proactive, iI possible...
00EL 0RlEvANCE lAN0LlN0 PR0CE0uRE
Aggrieved worker will approach the Ioreman and presents orally
II not satisIied he approaches supervisor(time limit-48hrs)
II unsatisIied, approaches the HOD(time limit-3 days)
II HOD Iails, worker can appeal to grievance committee.
The recommendations should be communicated to the
management within 7 days
Unanimous decisions, iI any, shall be implemented by the
management
In the absence oI any unanimity, the views oI the committee
will be placed beIore the manager(time limit-3 days)
Worker can make an appeal against the manager`s
decision & such a appeal has to be decided in a week
An union oIIicial may accompany the worker to the
manager Ior discussion & iI no decision is arrived,
both may reIer the grievance to voluntary arbitration
In actual practice, a worker may not resort to all the
above mentioned steps
C0NCLu3l0N
nsuring a sound proIessional conduct and a healthy
environment Ior its internal customers is a predisposition
Ior any company. Since, a Iirm is essentially comprised oI
individuals it is natural Ior disruptions to arise. However,
how those disruptions and grievances are tackled is what
plays a very important role Ior the smooth Iunctioning oI a
work place. aragers rusl address ard redress lre
gr|evarces |r lre |r|l|a| slage |lse|l. Tre gr|evarce srou|d rol
or|y oe addressed ard redressed oul a|so seers lo oe
redressed |r lre eyes ol lre |rvo|ved parl|es.
. Remember JUSTI DAYD IS JUSTI
DNID!!!!!!!!!!!!