Employee Grievance

1. Done by:
Nora Saeed Ali ALmamari & Tahra Abdullah Al- barwani

2. 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. Grievances are concerns, problems or complaints
raised by a staff member. Any worker may at some time have problems
or concerns with their work, working conditions or relationships with
colleagues that they wish to raise with management.
❶ To identify the meaning of employee grievance
❷ To list the reasons of rising employee grievance
❸ To find out how to resolve the employee grievance

3. Meaning of Employee grievance
Employee grievance refers to the dissatisfaction of an employee with
what he expects from the company and its management. A company
has to provide an employee with a safe working environment, realistic
job preview, adequate compensation, respect etc. However, when
there is a gap between what the employee expects and what he
receives, it leads to grievances. Employee grievances may or may not
be justified

4. Objectives of Grievance Handling Procedure:
1. To enable the employee to air their grievance
2. To clarify the nature of the grievance
3. To investigate the reasons for dissatisfaction
4. To obtain, where possible, a speedy resolution to the problem
5. To take appropriate actions and ensure that promises are kept
• terms and conditions of employment
• health and safety
• work relations
• bullying and harassment
• new working practices/organisational changes
• discrimination.

5. □ Employees should let the employer know the nature of the grievance and
issues promptly.
□ Try to resolve any grievance informally in the first instance to try to nip it in the
bud.
□ Employers should arrange any formal meeting without unreasonable delay
and should carry out any necessary investigations to establish the facts of the
case.
□ Employers should allow the employee to be accompanied at any formal
meeting and should allow the employee the right to appeal against any formal
decision made.
□ Employers should have their grievance procedure in writing and make sure all
staff are aware of any policy or procedure.

6. Benefits that accrue to both the employer and employees are as
follows:
1. It encourages employees to raise concerns without fear of reprisal.
2. It provides a fair and speedy means of dealing with complaints.
3. It prevents minor disagreements developing into more serious
disputes.
4. It serves as an outlet for employee frustrations and discontents.
5. It saves employer’s time and money as solutions are found for
workplace problems. It helps to build an organizational climate based
on openness and trust.

7. Conclusion
Grievance may be any genuine or imaginary feeling of dissatisfaction or
injustice which an employee experiences about his job and it’s nature,
about the management policies and procedures. It must be expressed
by the employee and brought to the notice of the management and the
organization. Grievances take the form of collective disputes when they
are not resolved. Also they will then lower the morale and efficiency of
the employees. Unattended grievances result in frustration,
dissatisfaction, low productivity, lack of interest in work, absenteeism,
etc. In short, grievance arises when employees’ expectations are not
fulfilled from the organization as a result of which a feeling of
discontentment and dissatisfaction arises. This dissatisfaction must
crop up from employment issues and not from personal issues.
Grievance can appear by many different reasons faced by the
employees, so the organization suppose to know the reasons of leading
grievance whether between employees them selves or employees and
their employers.