Discipline & Grievances in Automobile sector

AGENDA
Employee discipline
Employee grievances Handling discipline & grievances Discipline and grievances inMaruti Suzuki India Ltd. Tata Motors John Deere Toyota Motors

Employee discipline
Employee discipline is a process for addressing job-related performance or behaviour that does not meet communicated standards Employee discipline is not punishment
if the problem has not been resolved

Employee discipline policies and processes ensure that the rules are applied consistently and fairly with all employees Employee discipline process

Employee grievances

Every employee has certain expectations, he expects that those would be fulfilled by the organization . When the organization fails to fulfill, the employee develops a feeling of dissatisfaction. When an employee feels that something is unfair in the organization. He is said to have a grievance. Causes of grievancesEconomic Work Environment Supervision Work group Miscellaneous

Handling discipline and grievances

Providing company policy to the every employee

Treating each case as important and getting the grievances in writing Talking to the employee directly Discussing in a private place Referring company Policy in each case

Maintaining proper records and following up the action taken in each case
Getting all relevant facts about the grievance

Maruti Suzuki India Ltd.

GrievancesEmployees suffered heavy pay cuts for additional leave Large number of contract workers Suspension of 64 workers Forcibly asking workers to sign "Good Conduct Bond Presence of company dominated union

Maruti Suzuki India Ltd.

Discipline(Whistle blower policy)Whistle Officer is nominated/appointed to conduct detailed investigation on grievances. The Company believes in the conduct of the affairs of its constituents in a fair and transparent manner by adopting highest standards of professionalism, honesty, integrity and ethical behaviour. The Company is committed to developing a culture where it is safe for all employees to raise concerns about any poor or unacceptable practice and any event of misconduct. It protects employees wishing to raise a concern about serious irregularities within the Company.

Maruti Suzuki India Ltd.

Treat victimization as a serious matter including initiating disciplinary action on such person/(s) Ensure complete confidentiality No attempt to conceal evidence of the Protected Disclosure

Take disciplinary action, if any one destroys or conceals evidence of the protected disclosure made/to be made
Provide an opportunity of being heard to the persons involved especially to the Subject

Managing grievances by Tata Motors

It is dealt with in the first instance at the lowest level

It is cleared to the employee what line of appeal is available

It is seen that grievances should be dealt speedily Inputs are taken from the employees while framing the policies They follow step ladder policy rather Open door policy

Dealing with the grievances Conference among the aggrieved employee, the supervisor, and the union steward Conference between middle management and middle union leadership

Conference between top management and top union leadership

Arbitration.

Grievances model followed at Tata Motors

An aggrieved employee shall first present his grievance verbally in person to the officer designated by the Management for this purpose. An answer shall be given to him within 48 hours of the presentation of the complaint.

If the worker is not satisfied with the decision of this officer or fails to receive an answer within the stipulated period, he shall in person or by his departmental representative, if required,

present his grievance to the head of the department designated by the management for this
purpose. And he will get the answer within 3 days of the presentation of his grievance

If the decision of the departmental head is unsatisfactory, the aggrieved worker may request the

forwarding of his grievance to the Grievance Committee, which shall make its recommendations
to the management within 7 days of the workers request. The final decision of the management shall be communicated to the worker within the stipulated period (3 days) by the Personnel Officer.

A revision of his grievance can be done if the decision is not satisfactory. The management shall communicate its decision within a week.

If no agreement is possible the union and the Management may refer the grievance to voluntary arbitration within a week from the date of receipt by the worker of the managements decision.

Guide Lines followed by Tata Motors for Grievances Handling

The complaint should be given a patient hearing by his superior The superior should try to get at the root of the problem The workers should feel that the management is genuinely interested in solving its problems. If the grievances are real and their causes located, attempts should be made to remove the causes

If the grievances are imaginary or unfounded, attempts should be made to convince the
workers Every grievance must be handled within the reasonable time limit Decision taken to redress the grievance of the worker must be communicated to him

John Deere.
Founded in 1837, by John Deere Employs 47,000+ Employees in 27 countries

Listed on the Fortune 500 at #98

Considered to be the Market Leader in Agricultural, Construction and Residential Heavy Equipment

Grievances
Commenting on ladies Sexual Harassment

Workforce Violence

Discipline
All Employee Meeting
Behavioral Training

Soft skill Training

Compliance Training

Global Job Evaluation, employee should score 60%-70%

Company History

Established in 1937 out of Sakichi Toyotas weaving machine company Launched first car (SA Model) in 1947 Toyota Production System formed in 1950 based on Just-In-Time principle First global expansion in 1959 at Brazil In 1972, cumulative production >10M units

The Toyota Way

It is first and foremost about culture- the way people think and behave deeply rooted in company philosophy and its principles. At core it is about respect for people and continuous improvement and this has not changed since the company's founding.

Employee Discipline

Discipline refers to set of actions imposed by an organization on its employee for failure to follow the organizations rules, standards and policies.

Handling Discipline

Causes Attendance problem Resistance to change Reluctance to accept the philosophy of Toyota Production System(TPS).

Handling these problems

They carefully vet everyone who applies for the job Creates situations where there is equal balance between reward and punishment Training programmes Disciplinary action if required

Handling Grievance
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. Mr. C Balica vs Mr. Hisham Yamank case (work place relation act 1996) Toyota vs. Kobayashi Kobayashi, a Toyota employee, had filed a $190-million lawsuit against the automaker accusing Otaka(President North America) sexually harassing her while other Toyota executives failed to act on her complaints.