A Presentation on Employee grievances

Submitted By:NEHA ARORA

MBA-2B1331829

It is important for all employees to be able to differentiate between what is a bona fide grievance and what is not.

A "grievance" means a dispute concerning terms and conditions of the employment arising from any administrative decision which the employee claims is in violation of rights under, or a failure to apply, established University personnel regulations, or which results from a misinterpretation or misapplication thereof.

An item that would not be considered as a "grievance"

would be an employee not receiving what he/she wanted or thought he/she deserved as a salary.

INTRODUCTION

Grievance means “any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of anything connected with the company that an employee thinks , believes or even feels, is unfair, unjust, or inequitable.”

-Michael J. Jucius

Definition of Employee Grievance

The discontentment arises out of something connected with the organisation.

A grievance may be expressed or implied.

The discontent may be rational or irrational.

A grievance may be difficult to solve

Nature of Employee Grievance

Causes of grievances may be of three types:

Management policies Working conditions Personal factors

1. Grievances resulting from management policies:a. Wage rates or scale of payb. Overtimec. Leaved. Lack of career planninge. Lack of role clarity

Sources of Grievances

CONT’D

2.Grievances resulting from Working Conditions:

a. Unrealisticb. Poor relationship with the supervisorc. Negative Approach to Disciplined. Bad physical Conditions of Workplace3. Grievances resulting from Personal Factorse. Narrow Attitudef. Over-Ambitiong. Ego Personality

OverviewFlowchartMeditation

Stages in the Grievance Resolution Process

Informal resolution of grievances at the local level can be the most effective way of dealing with many issues. While this approach is informal, grievances raised in this manner will be taken seriously and every effort made to resolve them.

Overview

The flowchart shows the stages and decisions involved if the grievance is raised informally according to the grievance resolution process. Stages will only be taken if the situation escalates and should be taken in accordance with the general advice given above. No disruption of work should occur when these stages are being undertaken:

1.Notification to subject of Grievance2.Seek Assistance

Flowchart

3.Notification4.Meeting5.Examination6.Making recommendations7.Referral to external body

Meditation is a voluntary ,informal process designed to address grievances which are still outstanding after the formalised grievance procedure is exhausted and prior to the matter proceeding to arbitration.

Meditation

Procedure of Employee Grievance

Identify Grievances

Define Correctly

Collect Data

Analyse & Solve

Prompt Redressal

Implement & Follow up

Step1 : Identify Grievance Employee dissatisfaction or grievance should be

identified by the management if they are not expressed. If they are ventilated, management has to promptly acknowledge them.

Step2: Define correctly The management has to define the problem

properly and accurately after it is identified/acknowleged.

Step3: Collect Data Complete information should be collected from all

the parties relating to the grievance. Information should be classified as facts data,opinions,etc.

Step4: Analyse and Solve The information should be

analysed,alternative solutions to the problem should be developed and the best solution should be selected.

Step5: Prompt RedressalThe grievance should be redressed by

implementing the solution. Step 6: Implement and Follow upImplementation of the solution must be

followed up at every stage in order to ensure effective and speedy implementation.