Grievance Definition:

 Grievance means any type of dissatisfaction or

discontentment’s arising out of factors related to an
employee’s job which he thinks are unfair
Factors responsible for Grievance:
 Violation of management’s responsibility such as poor
working conditions
 Violation of company’s rules and regulations
 Violation of labour laws
 Violation of natural rules of justice such as unfair
treatment in promotion, etc.
 Various sources of Grievance
Mgt policies Working Personnel factors
conditions
Wage rates Poor safety and bad Poor relationships with
Leave policy physical conditions team members
Overtime Unavailability of Autocratic leadership
Lack of career planning tools and proper style of superiors
Role conflicts machinery Poor relations with
Lack of regard for Negative approach seniors
collective agreement to discipline Conflicts with peers and
Disparity between skill of Unrealistic targets colleagues
worker and job
responsibility
Grievance Procedure

 Grievance procedure is a Step by step process an

employee must follow to get his or her complaint
addressed satisfactorily. In this process, the formal
(written) complaint moves from one level of authority
(of the firm and the union) to the next higher level.

Grievance procedure is a formal communication

between an employee and the management designed for
the settlement of a grievance. The grievance procedures
differ from organization to organization.
Types of grievance
 Open door policy
 Step-ladder policy

Open door policy: The aggrieved employee is free to

meet the top executives of the organization and get his
grievances redressed.
Best suited for small organizations.

Step-ladder policy: The aggrieved employee has to follow

a step by step procedure for getting his grievance
redressed.
STEPS IN GRIEVANCE PROCEDURE
 STEP 1: In the first step the grievance is to be submitted to
departmental representative, who is a representative of management.
He has to give his answer within 48 hours.

STEP 2: If the departmental representative fails to provide a solution,

the aggrieved employee can take his grievance to head of the
department, who has to give his decision within 3 days.

STEP 3: If the aggrieved employee is not satisfied with the decision

of departmental head, he can take the grievance to Grievance
Committee. The Grievance Committee makes its recommendations to
the manager within 7 days in the form of a report. The final decision
of the management on the report of Grievance Committee must be
communicated to the aggrieved employee within three days of the
receipt of report. An appeal for revision of final decision can be made
by the worker if he is not satisfied with it. The management must
communicate its decision to the worker within 7 days.
STEP 4: If the grievance still remains unsettled, the case may be
referred to voluntary arbitration.
Methods of Identifying Grievances
1. Directive observation:
2. Grip boxes:
3. Open door policy:
4. Exit interview:
Alternative Dispute Resolution
 Sometimes workplace issues are easier to solve when an
impartial person helps to create the solution.
 Therefore, at various points in the discipline process, the
employee or organization might want to bring in
someone to help with problem solving.
 Rather than turning to the courts every time an outsider
is desired, more and more organizations are using
alternative dispute resolution (ADR).
 A variety of ADR techniques show promise for
resolving disputes in a timely, constructive, cost-
effective manner.
Types of ADR
1. Negotiation,
2.Mediation,
3.Collaborative law, and
4.Arbitration
Advantages of ADR
 Much cheaper than formal litigation
 More relaxed procedure
 Fast moving and efficient
 Private and confidential
 Disputing parties are more in control of the process
 Informal investigation allowed
Process of ADR
 Arbitration & conciliation
ADR is generally classified into at least four types:
negotiation, mediation, collaborative law, and arbitration.
Arbitration
 The process of arbitration can start only if there exists a
valid Arbitration Agreement between the parties prior to the
emergence of the dispute.
Conciliation
It is a less formal form of arbitration. This process does not
require an existence of any prior agreement. Any party can
request the other party to appoint a conciliator. One conciliator
is preferred but two or three are also allowed. In case of
multiple conciliators, all must act jointly. If a party rejects an
offer to conciliate, there can be no conciliation
 A disciplinary procedure is a process for dealing
with perceived employee misconduct.
 Disciplinary procedures vary between informal
and formal processes. Informal disciplinary
procedures may not be codified and may be
handled ‘discretely’ by a manager, while formal
procedures are more likely to be codified in a
company handbook or employment contract and
followed closely by the employer because
disagreement over handling could result in
an employment tribunal.
Statutory minimum
disciplinary procedures
 a letter setting out the reasons or
reasons why they are considering
disciplinary action
 a meeting to discuss the issue
 a disciplinary decision
 a chance to appeal this decision