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Any factor involving wages, working hours or conditions of

employment that is used as a complaint against the employer


 

  
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Ô ïymptom of an underlying problem

Ô Unfair treatment of employees

Ô Bad relationship between supervisors and employees

Ô Organisational changes/ Restructuring

Ô Labour/staff union activism

Ô Negative and/or dissatisfied employees


 
  
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Ô Absenteeism

Ô Insubordination

Ô Overtime

Ô Plant/ office rules


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Ô Aim to develop a work environment in which grievances do not occur

Ô Recognise, diagnose and correct causes of potential grievances

Ô Be fair to all level of employees

Ô Investigate and handle each case carefully

Ô Give the person full hearing

Ô Visit the work area of grievance if necessary


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ucontinued)

Ô £arefully go through related papers & records

Ô Give appropriate respect to concerned employees and labour/staff


union representatives

Ô Hold grievance discussions privately

Ô Fully comply with the prescribed grievance handling procedure under


the relevant laws and rules of your company
   

   




     
V 
 
 Attendance policy
 £onsequence of poor attendance
 Mitigating special circumstances

[  
 
 rell designed job descriptions
 Performance standards are communicated
 Regular performance appraisals & consequent initiatives
   

   




     
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 £lear verbal communication
 £ounselling
 rritten orders wherever required
 rritten confirmation for refusal to obey orders
 £reate paper trail
 rhen to report the issue to HR dept.
   

   




     
ucontinued)

      



Î £ode of conduct
Î Fair investigation
Î £ounselling
Î Disciplinary action
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 Organisational culture & Job fit
 Multiple interviews for selecting employees
 £hecking background information & references

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 Proper orientation
 Training to reduce skill gaps & improve competencies
 Training of supervisors in coaching & counselling
 £areer progression plans for employees to develop long term
commitment towards organisation
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u continued)

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Î ›ffective job design
Î rell defined job descriptions & performance standards

   
 


Î Mutually agreed reasonable standards
Î £ontinuous feedback
Î Regular performance evaluation
Î £onstructive & documented feedback
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Î Fair pay & rewards policies
Î Recognition of employee contribution

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Î No fear to question management decisions
Î Administer justice

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Î Be approachable to employees
Î Be fair to all level of employees
Î Prompt solution of employee issues