Professional Documents
Culture Documents
The
employee has got certain aspirations and expectations which he thinks
must be fulfilled by the organization where he is working. When the
organisation fails to satisfy the employee needs, he develops a feeling of
discontent or dissatisfaction. Thus, grievance is caused due to the
difference between the employee expectation and management practices.
Breach defines a grievances as any dissatisfaction or feeling of injustice
in connection with ones employment situation that is brought to the notice
of the management Jucius defines a grievance as ---- any discontent
or dissatisfaction, whether exposed or not, whether valid or not,arising out
of anything connected with the company which an employee thinks,
believes or even feels to be unfair, unjust or inequitable
GRIEVANCE PROCEDURE
Meaning/Definitions
The concept grievance has been defined in several ways
by different authorities. Some of the definitions are as
follows:
Beach defines a grievance as any dissatisfaction or feeling of injustice in
connection with ones employment situation that is brought to the notice of the
management , whereas Flippo indicates the grievance as a type of discontent
which must always be expressed . A grievance is usually more formal in character
than a complaint. . It can be valid or ridiculous, and must grow out of something
connected with company operations or policy. It must involve an interpretation or
application of the provisions of the labour contract.
Jucius defines a grievance a ..any discontent or dissatisfaction , whether
exposed or not, whether valid or not, arising out of anything connected with the
company which an employee thinks, believes or even feels to be unfair , unjust or
inequitable.
Define correctly: the management has to define the problem properly and
accurately after it is identified/acknowledged.
Collect data: complete information should be collected from all parties relating to
the grievance. Information should be classified as facts, data, opinions etc.
Analyse and solve: the information should be analyse , alternative solutions to the
problem should be developed and the best solution should be selected.
Prompt redressal: the grievances should be redressed by implementing the
solution.
Implement and follow up: implementation of the solution must be followed up at
every stage in order to ensure effective and speedy implementation.
Time frame
3 days
7 days unanimous
3days
48hours
other side patiently, explain the reasons why the problems arose
and redress the grievances promptly.
Disciplinary Procedure
A disciplinary procedure is a process for dealing with perceived employee
misconduct. Organisations will typically have a wide range of disciplinary
procedures to invoke depending on the severity of the
transgression. Disciplinary procedures vary between informal and
formal processes
Aspects of Discipline:
The two aspects of discipline are dealt in details below:
1) Positive Aspect:
Employees believe in and support discipline and adhere to the rules, regulation
and desired standards of behavior. Discipline takes the forms of positive support
and enforcement for approved actions and its aim is to help the individual in
moulding his behavior and developing him in a corrective and supportive manner.
This type of approach is called positive approach or constructive discipline or
self-discipline.
2) Negative Aspect:
Employees sometimes do not believe in and support discipline. As such they do
not adhere to rules , regulations and desired standard of behavior . as such a
disciplinary programme forces and constraints the employees to obey orders and
functions in accordance with the rules and regulations through warnings penalties
and other forms of punishment. This approach is called negative approach ,
corrective approach or punitive approach.
The aim is to ensure procedural and substantive fairness as defined by Namibian Labour Law
Principles.
Disciplinary action is divided into different steps, namely:
Complaint / Transgression
Investigation & Preparation
Notice & Charge
Hearing
Decision
Appeal
Objectives of discipline:
The objectives of discipline are:
To obtain a willing acceptance of the rules, regulations and procedures of an
organization so that organization goals may be attained ;
Indiscipline
Disciplinary Procedure
Disciplinary procedure in Indian industries comprise of following stages
Issuing a letter of charge to the employee calling upon him for
explanation: When the management of the establishment comes to the
conclusion that an act of misconduct committed by an employee warrants
disciplinary action, the concerned employee should be issued a charge sheet. The
charge sheet should indicate the charges of indiscipline or misconduct clearly and
precisely. Explanation should also be called from the delinquent employee and for
that sufficient time should be given to the employee. Sending of the charge sheet
either by personally or by post.
Consideration of explanation: When the delinquent employee admits in an
unqualified manner, about his misconduct, there is no need for conducting any
enquiry further. Besides when the employer is satisfied with the explanation given
by the delinquent action. On the contrary management is not satisfied with the
employees explanation, there is a need for serving show-cause notice.
Show-cause notice: In the show cause notice, the employer provides another
chance to the employee to explain his conduct and rebut the charges made against
him. This notice is issued by the manager, who decides to punish the employee.
Besides, a notice of enquiry sent to the employee and this should indicate clearly
the name of the enquiring officer, time, date and place of enquiry into the
misconduct of the employee.
Holding of a Full-fledged enquiry:
The enquiry should be conformity with the principles of natural justice, that is,
delinquent employee must be given a reasonable opportunity of being heard. The
enquiry officer should record the findings in the process of an enquiry. He may
also suggest the nature of disciplinary action to be taken.
Considering the Enquiry Proceedings and Findings and Making Final Order
of Punishment: When the misconduct of an employee is proved , the manager
may take disciplinary action against him. While doing so he may give
consideration to the employees previous record, precedents effects of this action
on other employees etc. have to be considered. No inherent right to appeal has
been provided unless the law provides it. In case the employee- the enquiry not
proper and action unjustified. He must be given a chance to make an appeal.
Follow-up: After taking disciplinary action, there should be proper follow-up.
The disciplinary action should not make the employee repeat his mistake. And the
consequences of the implementation of disciplinary action should be noted and
taken care of.
Types of punishment
Different types of punishments resulting from various types of omissions or
misconduct are as follows:
1. Oral
warnings: Whenever an
employee
commits
minor
omissions, he may be given oral warning by the superior
enlighten
the
Conclusion:
Management and trade unions try to provide benefits to the workers but , still
workers feel dissatisfaction. Workers dissatisfaction are dealt through grievance
procedure. Workers may not discharge the duties as per their company
requirements. Disciplinary procedure deals this issue. Disciplinary rules regulate
the behavior of employees in an organization as the law regulates the behavior of
people in the society.