EMPLOYEE GRIEVANCE HANDLING

By Anish Mathew John

Common employee issues at workplace

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Trivial issues

• Non-adherence to Corporate Code of Conduct

• Not being able to handle work pressure

• Difficulty adjusting with a supervisor’s work style

Moderate issues

• Repeated non-adherence to Corporate Code of Conduct

• Consume alcohol and come to work

• Cyber crime/ Bring a recordable device to work/ Intellectual theft

• Supervisors cornering employees out of personal grudge/ prejudice

• Wrong promise by recruiters to prospective candidates

• Wasting work hours/ loitering

Intricate issues

• Consume alcohol and exhibit violent/ improper behavior at work

• Gaining employment through fraudulence/ concealing facts

• Recruiters swapping referral names with their names to meet their targets

• Physical abuse/ mental harassment / sexual harassment

• Usage of foul language on the floor (in English/ local language)

• Process breach/ Client escalation

• Mis-use of authority for personal gains / financial crime

• Steal company assets

• Insubordination

• Breach of labour laws / Law of the land

Moderate

Complex/ Intricate

Trivial

Status quo

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• Lack of awareness on who should be approached to have staff issues addressed

• Issues are being covered up by Line Managers OR Business Heads showing a varied picture to Leadership OR HR, thereby protecting the perpetrator

• Delayed decisions from HR in line with labor laws and law of the land (Indian Penal Code for India)

• Lack of connect with the local police force / judicial system

• Lack of expertise in HR to handle employee grievances sensibly

• Delayed decisions from HR

• Improper handling of cases and the influence of Leadership / Management in coming out with an unbiased verdict

Bias Lack of expertise

ApathyDelayed decisions

Lack of sensibility

Non-confidential

Robust employee grievance handling system

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• Create an Ethics Committee at the Centre as an independent functioning authority reporting directly to the HR Head

• Ethics Committee should conduct periodic audits at the Business Level and across and also play a major role in policy revisions and formulation.

• A clear awareness about the functioning of the Sexual Harassment committee with sub-committees at the Business Level formed with women members from HR and other eligible members as per law

• A Zero Tolerance Policy (ZTP) should be created on aspects that doesn’t deserve a second consideration

• Awareness on Technology policies and HR policies should be provided at the time of induction with a reiteration done semi-annually

• HR for HR (H4H), could play a key role in bringing about integration of all HR team members across the company.

• Invest in a Corporate Psychologist / Psychotherapist

Intended Outcome

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• Highly disciplined work force

• Freedom at work

• No fear of being targeted by supervisors out of grudge/prejudice

• Harassment issues would get addressed properly

• A respectable talent pool has a high morale resulting in higher productivity and retention

• HR will be seen as a reliable, accessible, friendly and unbiased department taking firm decisions providing justice to both the employee and employer

• We create better “Brand Ambassadors”

Thank You

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