Meaning of Grievance

A Grievance is a sign of employees discontent with

job and its nature. When the organization 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 practice.

1.Any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of the management. 2.A typical discontent which is more formal than a complain. It can be valid or ridiculous and must grow out of something connected with companies operation or policy.

3.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.

Characteristics of Grievances
Factual 2. Imaginary 3. Disguised
1.

Cause for Grievances

1.

2.
3. 4.

5.
6.

Demand for individual wage adjustments Complaints about the incentive system Complaints about the job classifications Complaints against a particular foreman Complaints concerning disciplinary measures and procedures. Objections to the general methods of supervision.

7. Promotions 8. Disciplinary discharge or lay-off e.g. Jet Airways 9. Transfer for another department or another shift 10. Inadequacy of safety and health services/devices. 11. Non-availability of materials in time. 12. Violation of contracts relating to collective bargaining 13. Improper job assignment and 14. Undesirable or unsatisfactory conditions of work.

Pre-Requisites of a Grievance Procedure

a) Conformity with Prevailing Legislation

b) Clarity
c) Simplicity d) Promptness

e) Training
f)

Follow-up

Basic elements of a Grievance Procedure

The existence of a sound channel through which a grievance may pass for redressal if the previous stage or channel has been found to be inadequate, unsatisfactory or unacceptable. ii. The procedure should be simple, definite and prompt, for any complexity or vagueness or delay may lead to an aggravation of the dissatisfaction of the aggrieved employee.
i.

iii. The steps in handling a grievance should be clearly defined

a) Receiving and defining the nature of the b) c)

d)

e)

grievance. Getting at the relevant facts, about the grievance. Analyzing the facts, after taking into consideration the economic, social, psychological and legal issues involved in them Taking an appropriate decision after a careful consideration of all the facts and Communicating the decision to the aggrieved employee.

Errors in the Grievance Procedure

Stopping too soon the search for facts ii. Expressing the opinion of the management before all the pertinent facts have been uncovered and evaluated iii. Failing to maintain proper records. iv. Communicating in a improper way. v. Taking a wrong or hasty decision.
i.

Measures to avoid errors

Helpful attitude and support of management

Follow simple, fair and easy procedures

Formulating the clear policies and procedures It should be fact oriented rather than issue oriented

Respect the decision taken at all levels

Adequate publicity to the procedure Periodic evaluation and review of the procedure.