Employee Grievances Definition : -

Dale S. Beach Any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of the management. J.M Jucius Any discontent or dissatisfaction whether expressed 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.

Employee Grievances Features : -

1. 2. 3. 4. 5. 6.

Grievance reflects dissatisfaction or discontent It is a feeling of injustice to ones job by the employer It may be written or verbal It may be expressed by an employee It may be real, imaginary, valid and legitimate Grievances arises out of something related to employees employment contract 7. Grievance, if not addressed in time, gives rise to discontent, frustration, poor morale and ultimately to low productivity.

Causes of Grievance
Promotions

Transfer Super annuation

Victimization

Payment Leave Suppression

Amenities
Continuity of Service Compensation Disciplinary Action Recovery of dues

Conditions of Work
Safety Appliances Nature of Job Medical Benefits

Increments
Fines

Causes of Grievance in different categories For the examination point of View: 1. Concerning Working Conditions Unsafe and unpleasant working conditions Inadequate facilities Non availability of raw material, tools and machines Misfit between workers ability and job 2. Concerning Management Policy and Practices Wages & salaries Incentive Seniority Promotion Transfer Fines, punishments and penalties.

Causes of Grievance in different categories For the examination point of View:

1. Concerning Violation of Rules and Regulations Organisational rules and regulations Civic laws Past practices Procedure of collective bargaining 2. Concerning Personality Traits Fault finding attitude Over ambitious Mental tension Negative approach to life Excessive ego feelings

Guidelines for Handling Grievances

1. Timely Action

2. Accepting the Grievance

3. Identifying the Problem

4. Collecting the Facts

5. Analysing the cause of the grievance

6. Taking decision
7. Implementing the decision

Grievance Procedure 1. Open door Policy 2. The Model Grievance Procedure

Model Grievance Procedure

Voluntary Arbitration N.S Committee of Union & Management Representatives N.S Manager N.S Grievance Committee N.S II Stage Decision with in 3 days IV Stage Communicates Decision with in 7 days VI Stage with in 7 days V Stage Appeal to Management for revision

Departmental Representatives Department Representatives

Head of the Department N.S Supervisor N.S Foreman Grievant Employee

I Stage Answer to be Give in 48 hours Conveys Verbally

Legislative aspects of the Grievance Procedure in India

1. The Industrial Employment (Standing Orders) Act, 1946. 2. The Factories Act, 1948 3. The Industrial Disputes Act, 1947

Employee Discipline
1. Case Study 2. Indiscipline Causes of Indiscipline 3. Need for Disciplinary Measures 4. Meaning and Definitions 5. Aspects of Discipline Positive Aspect Negative Aspect 6. Objectives of Discipline 7. The Red Hot Stove Rule 8. Domestic Enquiry 9. Disciplinary Procedure 10. Types of Punishment

STORY TIME

Innovation in a Drunkard State is it a case of Indiscipline? Mr. Vinod working as an Asst. Production Manager in Tasty Biscuits Ltd. He often comes to factory in a drunk state. One day the Production Manager had to attend his family in a hospital and handed over the charge to Mr. Vinod and left the factory. Mr. Vinod went to factory in a drunkard state and while coming back to his chamber, he removed a divider. Removal of divider resulted in the production of innovative biscuits, i.e., sweet-cum salt biscuits.

Does this act result in indiscipline?

Indiscipline
Meaning : Disorderliness, insubordination, not following the rules of an organisation.

Symptoms:

change in the normal behaviour, absenteeism, apathy, go-slow at work, increase in number of severity of grievances, persistent and continuous demand of over time allowance, lack of concern for performance, etc.
Politicised Trade Unions, inter and intra union rivalries, Management tactics

Causes:

(deliberate delay in discipline procedures, concealed penalties such as transfer to inconvenient places in short notice, withholding of pay, non-maintenance of confidential reports, lack of commitment of superiors)

Causes of Indiscipline 1. Non placement of the right person on the right job suitable for his qualifications 2. Undesired behaviour of senior officials 3. Lack of upward communication 4. Weak leadership, defective supervision 5. Lack of rules and regulations 6. The divide and rule policy 7. Illiteracy and low intellectual level 8. Workers reaction to rules and regulations 9. Workers personal problems 10. Bad working conditions 11. Inborn tendencies 12. Absence of scientific management 13. Errors of judgements at top management level 14. Discrimination,

Need for Disciplinary Measures 1. Rules and regulations are essential to maintain peace, prevent anarchy 2. Regulate behaviour of employees in an organisation as the law regulates the behaviour of the people in the society 3. Fair rules protect individuals and the organisation and enable them to work 4. Ensure just and equal treatment to all employees 5. Efficient two-way communication 6. Encourages cooperation and team pride

Discipline

Meaning: Condition or attitude prevailing among employees, with respect to rules and regulations of an organisation. Orderliness, opposite of Confusion. Employees behaving in a normal & orderly way.

Meaning and Definitions

Definitions:

Dr. Spriegel, a force that prompts individuals or groups to observe the rules, regulations and procedures which are deemed to be necessary to the attainment of an objective; it is force or fear of force which restrains an individual or a group from doing things which are deemed to be destructive of group objectives and also for the effective functioning of an organisation.

Aspects of Discipline Positive Aspect Employees believe in and support discipline Employees adhere to the rules and desired standards of behaviour. Discipline takes the form of positive support and reinforcement of approved actions and its aim is to help the individual in moulding his behaviour and developing him in a corrective and supportive manner. This approach is called positive approach / constructive discipline or self-discipline.

Aspects of Discipline

Negative Aspect Employees do not believe in and support discipline. Employees do not adhere to the rules and desired standards of behaviour. Disciplinary programme forces and constraints the employees to obey orders and function in accordance with set rules and regulations through warnings, penalties and other forms of punishments. This approach Negative, corrective or punitive Also called Autocratic approach.

Objectives of Discipline

To obtain a willing acceptance

To impart an element of certainty

To develop spirit of tolerance

To give and seek direction and responsibility

To create an atmosphere of respect

The Red Hot Stove Rule

How to impose discipline, without generating resentment? Burn is immediate. Warning symbol.

When stove is red hot, knew what would happen.

Consistent effect. Who ever touches, gets burnt.

Impersonal. Irrespective of status, same punishment.

Domestic Enquiry

Enquiry conducted within the company by the internal officers. Enquiries into the issue by, 1. Calling the employee for explanation 2. Considering the explanation of the employee 3. Issuing a show-cause notice 4. Holding a full fledged enquiry 5. Considering the witness reports, documents, events, etc. 6. Final report to management

Disciplinary Procedure
1. Issuing a letter of charge to the employee calling upon him for explanation 2. Consideration of the explanation 3. Show-cause Notice 4. Holding of a Full-fledged Enquiry 5. Considering the enquiry proceedings & findings and making final order of punishment 6. Follow-up

Types of Punishment
1. Oral Warnings Oral reprimand by superior. 2. Written Warnings When OW fail, WW given. I formal state of progressive discipline. Pink Slips. 3. Loss of Privileges and fines 4. Punitive Suspension Prohibits employee from performing the task assigned to him & wages are withheld or withdrawn during the period of such prohibition. 5. Withholding of Increments Withhold annual increments of the delinquent employee in a graded scale 6. Demotion Reduced a lower grade. 7. Termination Service termination / dismissal.