with additional but comparatively minor effects for employee gender . The National Commission on Labour also made a similar suggestions and suggested a model grievance procedure. For the purpose of constituting a fresh grievance machinery workers in each department (and where a department is too small, in a group of departments) and each shift, shall elect from among themselves and for a period of not less than one year at a time departmental representatives and forward the list of persons so elected to the management. Privacy Policy 9. This Committee shall communicate its recommendations, the manager within seven days of the grievance reaching it. Miscellaneous These may be issues relating to certain violations in respect of promotions, safety methods, transfer, disciplinary rules, fines, granting leaves, medical facilities, etc. ii. (v) It should involve the union in framing a grievance procedure and in its implementation. Grievance which indicates discontent and dissatisfaction among employees adversely affects their productivity. In an organization, a grievance may arise due to several factors such as: a. (iii) It should provide for reference of different types of grievances to appropriate authorities or bodies. These types of grievances are initiated at the final step of the grievance procedure and arise directly between the employer and the union. (vi) Unfavourable working conditions (insufficient ventilation, non-availability of tools, machines or equipment etc.). If the decision of the departmental head is found unsatisfactory, then, the employee requested to the grievance committee which gave its recommendation to the manager within 7 days of receiving the employees request. From the above mentioned factors, it is clear that grievance is: (i) A feeling of discontent or dissatisfaction with any aspect of the organization. Formal Meeting: After the initial investigation, the employee and other parties involved in the grievance should attend a formal meeting where they can present their side of the situation. If the department head fails to do so or if the decision given by him is not acceptable to the worker then the worker can resort to the Grievance Committee which comprises of the representatives of employers and employees. Some important features of grievances are as under: 1. Grievances Resulting from Management Policy 4. For instance, if a facility is provided in one department of the company, the employees of the other department where that facility is not provided may feel dissatisfied. The unattended grievances many culminate, in the form of violent conflicts later on. It has been experienced by managers that a hearty talk with employees clarifies more than ninety per cent issues related to pay hikes, growth etc. Disclaimer 8. All these are relating to terms and conditions of the employment. (ii) Leave, overtime policies. Finally, a decision is taken which is best suited to the given situation in the organisation. Effects 13. (l) The settlement should come according to the rules and policies. It has been observed that some organizations do not observe any rules and regulations regarding giving leave to employees, bonus to employees, festival allowance etc. (g) It adversely affects health and performance of employees and organisation. Employment Locations United Kingdom Dealing with grievances promptly and fairly can prevent problems developing into major workplace issues. Here, grievances are not based on facts. Grievance is a feeling of discontentment or dissatisfaction among workers regarding anything concerned with the company. A successful grievance system should follow underlying principles to ensure prompt and complete eradication of the problem: (i) It should be prompt, well-defined, simple and time-bound. For example a new officer (or clerk) gets a new table and steel almirah, that may be an eye sore to other employees Grievances, if they are not identified and redressed, may adversely affect workers / supervisor / managers, and the organisation as a whole. Characteristics 7. Its impacts are multidimensional and cannot be ignored. The steps involved in a grievance procedure may vary in number depending on the number of factors, but usually the following are the main steps that a grievance procedure should consist of . Introduction to Employee Grievance 2. Company rules and regulations, at times, are not followed. (k) The confidentiality of decision making should be maintained. In addition, salary & wage-related reasons such as occasional pause in paying wages, unreasonable deductions, inadequate rise or insufficient overtime payments, inability to revise wages over time, etc. (a) Strained superior-subordinate relations, (b) Increase in the degree of supervision and control. The departmental head bound to give his reply with three days of the presentation of grievance. They do not, at times, want to report to a boss who is junior to them in age. The following are the important steps that should be taken in handling grievances: 1. In labour management relations, grievance is a complaint or representation made in writing as regard to a company related matter arising from employment or service conditions or from conditions involving unfair treatment by the employer or from violation of any agreement or standing instructions. 4. But, they may again grow when after a lapse of some time, some issues remain unattended or unsolved. When complaint is made in formal way and it has been repeatedly ignored or dismissed. It is essential to follow the grievance handled so that the same grievance does not re-occur. (e) Seniority, promotion, and discharges. It is always in the interest of the management to immediately look at the complaints and grievances of individual employees otherwise the labour union might take up the issue and give issues a different turn. Employee Grievance Handling - Effects. It must involve an interpretation or application of the provisions of the labour contract.. 2. The HRD department seriously looks into the gripe boxes and initiate changes based on the same. On the production: a. The procedure suffers from the following limitations: (a) Such a policy is very good for small organizations where top executives sit in the same office, and can be free to talk to employees any time of the day. (ix) There shall be a time limit within which an appeal shall be taken from one step to the other. (i) If not redressed properly then may leads too many problems in die organisation. 3. (iii) If still not settled, the matter goes to grievances committee. (c) It is the result of ignorance of complaints by authority to which these were made. Plagiarism Prevention 5. The management communicates decision to worker. This feeling of Mr. G is a felt grievance. 4. For this the past experience of the officer in similar cases may be helpful. This situation is called conflicts of opinions and ideas. In short, grievance procedure is concerned with the individual and his peculiar problems. On the analysis of the different definitions advocated by experts from different parts of the world, a summary has been prepared. A well-established grievance handling procedure would help the employees know where to appeal if they have a grievance and at the same time, check an arbitrary management decision. (i) Industrial Employment (Standing Orders) Act 1946: It requires that every establishment employing 100 or more workers should frame standing orders with the provision, for redressal of grievances of workers against unfair treatment and wrongful action by the employer or his / her agents. Malfunctioning or lack of work equipment/facilities, harassment, bullying, etc. There should be a systematic handling or grievances by every organization so as to dispose them as early as possible. Every worker has the right to present his grievances to his employer and obtain their redressal. Management can know the heartburns of employees through the grievance mechanism and take steps to address them. More What Is a Grievance (and How Do You Address One)? 8. The negative consequences of employee grievance are: - Reduced Productivity - Absenteeism Problem - Disobeying of orders - Indisciplined behavior - Reduced quality of work - Reduced co-operation among the employees - Discouragement in employees - Disharmonious relation between management and employees As Jennifer Liu, an attorney based in San Francisco, California, asserts, "For companies to actually deal with these issues and nip them in the bud . Top management is likely to be too unfamiliar with the work situation in which the grievances developed to be able to evaluate correctly the information that it gets. Under this situation when employee gets no solution, he feels injustice over the issue of complaint. 4. Conformity to Legal Provisions Grievance procedure should conform to legal provisions. A complaint becomes a grievance when this dissatisfaction, which is mostly related to work, is brought to the notice of the management. This cookie is set by GDPR Cookie Consent plugin. The shoe might be pinching elsewhere. (vii) If a worker is not satisfied even with the decision of arbitration, he has right to file an appeal to the next higher authority. Good management redresses employee grievances as they arise, excellent management anticipates them and prevents them for arising. [with Methods]| Cost Accounting, How to Calculate Employee Cost? preservearticles.com All rights reserved. They have differentiated them also. Employee gets a chance to ventilate his / her feelings, c. Keeps a check on supervisors attitude and behaviour. It is not easy to define the concept of grievance. This misconduct can bring with it inevitable consequences, from basic verbal and written disciplinary action to suspension and employment termination (and possible legal action depending on the severity). For example Eight workers work under a Foreman. The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. An answer shall b given within 48 hours of the presentation of complaint. 6 min read | Last Updated on 27 April 2023 As an HR professional, it must be a daily business for you to deal with employee grievances. Fact gathering requires interviewing and listening to employees. It can be valid or ridiculous, and must grow out of something connected with company operations or policy. (ix) Dissatisfactory supervision style (victimization or favoritism). Identification of the Problem Define, express and describe the nature of grievance of the employees complaint as early as possible, so that the wrong complaint may not be presented and the real grievance may not turn up again. It is necessary to distinguish a complaint from grievance. In practice there is hardly a company where the employees do not have grievances of one kind or the other. v. It brings human problems into the open so that management can learn about them and try corrective action. Validity A grievance may be valid or invalid, legitimate or irrational, justifiable or ridiculous. You also have the option to opt-out of these cookies. Poor Quality of Manager 9. It acts as a check upon an arbitrary and capricious management action. (viii) If a grievance arises out of an order given by management, the said order shall be complied with before the workman concerned involves the procedure laid down for redressal of grievance. Finally, this method keeps up the morale of employees. In that case, it needs to be redressed as soon as possible because refusal to recognize the existence of a grievance or faulty handling of a grievance can have serious adverse effects like violence, strikes, lock-outs, damage of industrial equipment and property. Grievances generally arise out of the day-to-day working relations in an organization. If the employee is not happy with the response given by HOD, he will go to the joint grievance committee with his grievance. Whatever may be the cause of a grievance, the effects it has on the organizations working atmosphere are always adverse. They, therefore, cause grievances in their mind against the organization. 2017 SociologyDiscussion - All rights reserved, Code of Discipline in Industry | Industrial Sociology, Causes and Effects of Technology on Social Changes, Heredity and Environment: Meaning and Effects, Essay on Our Society | Hindi | India | Sociology, 100 + Sociology Questions & Answers for MA Entrance Exams (2019,2020,2021), 100 + Sociology Questions and Answers for M.Phil Entrance Exams, 100 + Sociology Questions and Answers for Ph.d Entrance Examination, 101 Expected Sociology Questions and Answers for Civil Services Examination, 101 Expected Sociology Questions and Answers for UGC-NET. Grievances may be due to social injustice. (c) Grievances Arising out of Personal Factors: Some employees have grievances due to their own attitude, behaviour and age problems. It does not know what action the supervisor would have taken to resolve a grievance. Account Disable 12. h. Beach has defined a grievance as any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of the management. Personal maladjustment may also give rise to grievances, e.g., excessive self-esteem, impractical attitude towards life, over-ambition, etc. Decision taken by management to readdress the grievance must be communicated to the employee immediately. However, the existing labour legislation is not being implemented properly by employers. These are, then, evaluated in view of their consequences on the aggrieved employee, the union and the management. 2. Unattended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. Hence, there is a need for handling or redressing grievances. Grievence has to be properly addressed because it lowers the motivation and . To ensure good Industrial relations the grievances need to be identified and then redressed. The goal is to guide the employee to correct performance or behavior by identifying the problems, causes and solutions, not to punish the employee. 3. Violation of companys rules and regulations. Disguised grievance That is, a grievance arising out of reasons not known to even the grievant employee. The dissatisfaction must arise out of employment and not due to personal or family problems. The concept of employees grievance has been viewed by many experts from different point of view. According to M. Jucius, Grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company that an employee thinks, believes, or even feels is unfair, unjust or inequitable. (ii) Conflicts, disagreements and dissatisfaction. Management shall communicate its decision within a week of the workmans revision petition. The management catches and solves a problem before it becomes a grievance. (e) Open door policy is not used by employees at lower level due to lack of confidence in them. 6. This committee has people from top management, the department representative and the employee representative. Every worker has equal right to present his grievances to his employer and obtain their redressal. Any formal corrective or disciplinary action must follow the . The adverse effects include: 1. When employees feel that injustice has been done to them, they have a grievance. (xi) Management shall provide the necessary clerical and other assistance for the smooth functioning of the grievance machinery. They have defined in their own style. Without accurate comprehension there cannot be accurate evaluation for arriving at the right decision. ii. A grievance may be a last resort to persuade an employer to take notice of a complaint. Without a grievance procedure, management may be unable to respond to employee concerns since managers are unaware of them.
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consequences of employee grievances
