Employee Grievances and

Disciplinary Actions
 EMPLOYEE GRIEVANCE

Every employee has certain expectations, which he thinks must

be fulfilled by the organization he is working for. When the
organization failed to do this, he develops a feeling of
dissatisfaction. When an employee feels that something is unfair
in the organization. He is said to have a grievance.
 CAUSES
1.    Economic
 Wage fixation
 Overtime
 Wage revision

2.    Work Environment

 Poor physical condition of workplace
 Tight production norms
 Defective tools and equipment
 Poor quality of material
 Unfair rules
 Lack of reorganization etc.

3.    Supervision
 Relates to the attitude of the supervisor towards the employee such as
perceived notions of bias, favoritism, regional feelings etc.
 CAUSES
 4.    Work Group
 Employee is unable to adjust with his colleagues, suffers from feelings of
neglect, victimization and becomes an object of ridicule and humiliation etc.

5. Miscellaneous
 Issues relating to certain violations in respect of promotions Safety methods
 Transfer
 Disciplinary rules
 Fines
 Granting leaves
 Over stay after the expiry of leaves
 Medical facilities etc.
 
 Handling Grievances Effectively
 Treat each case as important and get the grievances in writing.
 Talk to the employee directly. Encourage him to speak the truth. Give him a
patient hearing.
 Discuss in a private place. Ensure confidentiality, if necessary.
 Handle each case within a time frame.
 Refer company Policy in each case. Inform your superior about all grievances.
 Get all relevant facts about the grievance; examine the personal records of the
aggrieved worker. See whether any witness are available and visit the work
area.
 Control your emotions, your remarks and behavior.
 Maintain proper records and follow up the action taken in each case.
 GRIEVANCE PROCEDURE
   

Stage –I At Supervisory level

Stage –II At HOD level

Stage –III At Management level

  
PRINCIPLE OF NATURAL JUSTICE
     

 A man cannot be a judge in his own case.

 A person should be given an opportunity of being heard.
 The punishment should commensurate with the gravity of offence.
 Justice should be done in a way that it should seem that justice has been
done.
 DISCIPLINARY ACTION

Who is Disciplinary Authority?

 The Manager
 Person Authorized by the Board
 DISCIPLINARY ACTION
What is Misconduct?
 
 Any act, which is subversive of a good conduct, is misconduct.
 Misconducts are defined in Standing Orders
 
 
How to Report Misconduct.

 Shift
 Date
 Time
 Name
 Dept
 ID No
 Venue
 Accurate Incidence
 Witnesses
 Signature
 Preliminary Enquiry

 Who will conduct Preliminary Enquiry?

 Where it is to be conducted?
 How it is to be conducted?
 Enquiry Report
 Domestic Enquiry
 Charge Sheet
 Written Explanation
 Enquiry Officer
 Management Representative
 Witnesses from both side
 Examination / Cross – Examination / Examination –in –chief
 Enquiry Report
 Second Show cause Notice
 Punishment /Acquittal
 What are the Punishments?

 Warning or censure.
 Making an adverse remark in the service records.
 Suspension from service without wages for a period not exceeding 7
days.
 Fine subject to the provisions of the Payment of Wages Act and rules
made there under.
 Stoppage of annual increment up to 2 years with or without cumulative
effect.
 Demotion or reversion to the lower grade, post or scale with reduced
pay as per that lower grade, post or scale.
 Discharge or dismissal.
 Disciplinary action
procedure and practice
 Misconduct
 Charge Sheet
 Service of Charge Sheet
 Power to suspend pending enquiry
 Law and procedure of holding enquiry
 Report of Enquiry Officer
 Punishment
 DISCIPLINARY ACTION
What is Misconduct?
  Any act, which is subversive of a good conduct, is misconduct.
 Misconducts are defined in Standing Orders
 Disciplinary orders for a misconduct not enumerated in Certified Standing Orders

How to Report Misconduct.

 Shift
 Date
 Time
 Name
 Dept
 ID No
 Venue
 Accurate Incidence
 Witnesses
 Signature
 Preliminary Enquiry

 Who will conduct Preliminary Enquiry?

 Where it is to be conducted?
 How it is to be conducted?
 Enquiry Report
 Domestic Enquiry
 Charge Sheet
 Written Explanation
 Enquiry Officer
 Management Representative
 Witnesses from both side
 Examination / Cross – Examination / Examination –in –chief
 Enquiry Report
 Second Show cause Notice
 Punishment /Acquittal
 Meaning of Charge Sheet

– A memorandum of charges , leveled against the

employee who commits a breach of rules ,
regulations or Standing Orders
– Contains the alleged acts of misconduct against
the employee
– No disciplinary action can be initiated against
an employee unless he is first served with a
charge sheet.
 Object of charge sheet
 To tell the accused what he is supposed to
have done

 To provide specific particulars required by

the employee to give a reasonable
opportunity of defense.
  
PRINCIPLE OF NATURAL JUSTICE
     

 A man cannot be a judge in his own case.

 A person should be given an opportunity of being
heard.
 The punishment should commensurate with the gravity
of offence.
 Justice should be done in a way that it should seem
that justice has been done.
 Requisites of a valid
charge sheet
 Charges must be specific in all possible details
 Must be in writing
 Must be signed by the disciplinary authority
 Should not be vague – drawn out in clear ,
unambiguous language.
 Should mention all essential ingredients of the
alleged misconduct.
 Contain details of time and date of occurrence
 Requisites of a valid
charge sheet (contd)
 Any document or record which is looked into or
relied upon must be mentioned in the charge sheet
 Use of abbreviations must be avoided
 Reference must be made to specific persons and
things
 Must be framed in such a way that it does not
indicate any pre conceived notion of employee's
guilt
 A charge sheet which does not contain the
allegation intended to be proved is not a valid
charge sheet
 Competent authority
 Power to take disciplinary action rests with
the person who has got power to appoint

 This power can be delegated but no person

on his own initiative can frame any charge
and enquire into the same against the
employee
 Service of Charge Sheet
 This is a prerequisite to the validity of
charge sheet
– By personal service
– Registered Post
– Post on the wall of company accommodation
– Pasting on notice board inside and near the gate
– Any other method as specified by the certified
Standing Orders
THANKS