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Employee Grievances and

Disciplinary Actions

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Every employee has certain expectations, which he thinks must

be fulfilled by the organization he is working for. When the
organization failed to do this, he develops a feeling of
dissatisfaction. When an employee feels that something is unfair
in the organization. He is said to have a grievance.
1.    Economic
 Wage fixation
 Overtime
 Wage revision

2. Work Environment
 Poor physical condition of workplace
 Tight production norms
 Defective tools and equipment
 Poor quality of material
 Unfair rules
 Lack of reorganization etc.

3. Supervision
 Relates to the attitude of the supervisor towards the employee such as
perceived notions of bias, favoritism, regional feelings etc.
 4. Work Group
 Employee is unable to adjust with his colleagues, suffers from feelings of
neglect, victimization and becomes an object of ridicule and humiliation etc.

5. Miscellaneous
 Issues relating to certain violations in respect of promotions Safety methods
 Transfer
 Disciplinary rules
 Fines
 Granting leaves
 Over stay after the expiry of leaves
 Medical facilities etc.
Handling Grievances Effectively
 Treat each case as important and get the grievances in writing.
 Talk to the employee directly. Encourage him to speak the truth. Give him a patient hearing.
 Discuss in a private place. Ensure confidentiality, if necessary.
 Handle each case within a time frame.
 Refer company Policy in each case. Inform your superior about all grievances.
 Get all relevant facts about the grievance; examine the personal records of the aggrieved
worker. See whether any witness are available and visit the work area.
 Control your emotions, your remarks and behavior.
 Maintain proper records and follow up the action taken in each case.

Stage –I At Supervisory level

Stage –II At HOD level

Stage –III At Management level


 A man cannot be a judge in his own case.

 A person should be given an opportunity of being heard.
 The punishment should commensurate with the gravity of offence.
 Justice should be done in a way that it should seem that justice has been

Who is Disciplinary Authority?

 The Manager
 Person Authorized by the Board

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What is Misconduct?

 Any act, which is subversive of a good conduct, is misconduct.

 Misconducts are defined in Standing Orders

How to Report Misconduct.

 Shift
 Date
 Time
 Name
 Dept
 ID No
 Venue
 Accurate Incidence
 Witnesses
 Signature
Preliminary Enquiry

 Who will conduct Preliminary Enquiry?

 Where it is to be conducted?
 How it is to be conducted?
 Enquiry Report
Domestic Enquiry
 Charge Sheet
 Written Explanation
 Enquiry Officer
 Management Representative
 Witnesses from both side
 Examination / Cross – Examination / Examination –in –chief
 Enquiry Report
 Second Show cause Notice
 Punishment /Acquittal
What are the Punishments?

 Warning or censure.
 Making an adverse remark in the service records.
 Suspension from service without wages for a period not exceeding 7
 Fine subject to the provisions of the Payment of Wages Act and rules
made there under.
 Stoppage of annual increment up to 2 years with or without cumulative
 Demotion or reversion to the lower grade, post or scale with reduced
pay as per that lower grade, post or scale.
 Discharge or dismissal.
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