GRIEVANCE

SUBMITTET TO- Assit.prof.Ramandeep Kaur

SUBMITTED BY;Gurjeet Kaur
15192104(M.com)

MEANING
Broadly

speaking grievance
means any real or imaginary
feeling of dissatisfaction and
injustice which an employee has
about his employment
relationship. A grievance is a
specific, formal dissatisfaction
expressed through an identified
procedure.

DEFINITION

In the words of Michal J. Jucious, a grievance

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

CAUSES OF GRIEVANCE
1. Grievance arising out of working conditions.
a)Poor physical condition of work place.
b)Very tight production standards.
2.Grievance arising from management.
a)transfers.
b)Wage rates and method of wage payment.
3.Grievance arising from alleged violation .
a)Past practice.
b)Company rules and regulations.
4.Grievance arising out of personal malajustments.
a)Over- ambition .
b)Excessive self-esteem.

ESSENTIALS OF A SOUND GRIEVANCE

PROCEDURE

1.Legal sanctity; The procedure should be in

conformity with the existing law. The procedure
may be incorporated in the standing orders or
collective bargaining agreement of the
organisation.
2.Acceptabilty;The grievance procedure must
be acceptable to all and should , therefore, be
developed with mutual consultation among
management, workers and the union.

3.Promptness;The greivance procedure must aim at

speedy redressal of grievances.This can be ensured in the
following ways;
a) should be solved at lower level.
b) reasonable authority to managers.
c) participation of union.
4.Simlicity;The procedure should have as few
Steps as possible. Channels for handling grievance
should be carefully developed.

5.Training; supervisors and union representatives

should be given training in handling grievances. This
will help to ensure effective working of the grievance
procedure.
6.Follow-up;The working of grievance procedure
should be reviewed at periodical intervals . Necessary
improvements should be made to make procedure
more effective.

MODEL OF GRIEVANCE PROCEDURE

At present the model grievance procedure in India
provides for five successive time bounds steps,
each lending to the next in case the aggrieved
employee prefers an appeal.
These steps are as follows;
1. An aggrieved employee shall first present his
grievance verbally in person to the officer
nominated/ appointed by the management for
this purpose.
The officer must give his answer within 48
hours of the presentation of complaint.

2.If an employee does not receive an answer within the

stipulated time or he is not satisfied with the answer,
he shall , either in person or with his departmental
present his grievance to the head of the department
designated for this purpose. The department head is
to required to furnish his answer within 3 days of the
presentation of grievance.

3.If the employee is not satisfied with the answer, he can

approach Grievance Committiee which shall evaluate
the case and make its recommendations to
management within 7 days of presentation of the case.
The employee would be communicated the
recommendation within 3 days.

4. I f the committee fails to take decision within the

stipulated time or the employee is not satisfied with the
decision he can make appeal for revision to management.
Management is to communicate its decision within 7 days
of the workers petition.
5. If the employee is unsatisfied with management
decision , union and management may refer to grievance
to voluntary arbitration within a week of the receipt of
management decision by aggrieved employee.