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Hrm complaints@grievances

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complaint and grievances of educators

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Hrm complaints@grievances

  1. 1. SARAH JOY V. TAÑEDO Doctor of Philosophy – Educational Management
  2. 2. COMPLAINT It refers to any dissatisfaction on the part of an employee that is work related in an organization that is not unionized.
  3. 3. GRIEVANCES any real or imagined feeling of personal injustice that an employee has about the employment relationship.
  4. 4. CHARACTERISTICS OF GRIEVANCES 1- It May Be Unvoiced Or Expressly Stated 2- It May Be Written Or Oral 3- It May Be Valid, Legitimate Or Untrue Or False. 4- It May Relate To The Organizational Work 5- An Employee May Feel An Injustice Has Been Done. 6- It May Affect The Performance Or Work. 7- Grievances generally give rise to Unhappiness, Frustration, Indifference, Discontent, Poor Morale, And Poor Efficiency.
  5. 5. CAUSES OF GRIEVANCES Grievances may occur due to a number of reasons: 1. Economic: Employees may demand for individual wage adjustments. They may feel that they are paid less when compared to others.
  6. 6. CAUSES OF GRIEVANCES 2. Work environment: It may be undesirable or unsatisfactory conditions of work. 3. Supervision: It may be objections to the general methods of supervision related to the attitudes of the supervisor towards the employee.
  7. 7. CAUSES OF GRIEVANCES 4. Organizational change: Any change in the organizational policies can result in grievances. 5. Employee relations: Employees are unable to adjust with their colleagues, suffer from feelings of neglect and victimization and become an object of ridicule and humiliation, or other inter- employee disputes.
  8. 8. CAUSES OF GRIEVANCES 6. Miscellaneous: These may be issues relating to certain violations in respect of promotions, safety methods, transfer, disciplinary rules, fines, granting leaves, medical facilities, etc.
  9. 9. GRIEVANCE VS DISCIPLINE GRIEVANCE Provides the employer with a process for resolving a complaint they are unable to resolve through regular communications with their superior/manager. DISCIPLINE Gives employer a process for handling an employee who is not meeting the expected standards of performance or behavior.
  10. 10. TYPES OF GRIEVANCES A-INDIVIDUAL B-GROUP C-UNION
  11. 11. INDIVIDUAL An individual grievance is a complaint that an action by management has violated the rights of an individual as set out in the collective agreement or law, or by some unfair practice.
  12. 12. GROUP A group grievance is a complaint by a group of individuals, for example, a department or a shift that has been affected the same way and at the same time by an action taken by management.
  13. 13. UNION A union grievance may involve a dispute arising directly between the parties to the collective agreement.
  14. 14. HOW TO PREVENT A GRIEVANCE Identify potential causes Correct problems promptly Encourage corrective suggestions Establish and reaffirm policies and work rules Communicate and give advance notice of changes Keep employees informed of their progress Be objective Learn to listen Be consistent
  15. 15. PURPOSE OF THE GRIEVANCE PROCEDURE Allow employees and management to resolve problems Allow employees to voice concerns workplace and environment Keep lines of communication open
  16. 16. STEPS IN THE GRIEVANCE PROCESS The number of steps in the grievance process differ according to the union involved, but each contain the following: 1. Oral Grievance 2. Written Grievance 3. Grievance Advanced to Employee/Industrial Relations 4. Arbitration
  17. 17. ORAL GRIEVANCE Employee presents oral grievance to immediate supervisor within timeframe specified by Company policies. Immediate Superior provides written response to the oral grievance within timeframe .
  18. 18. WRITTEN GRIEVANCE: If the oral grievance is not satisfactorily adjusted: The aggrieved can submit the grievance in writing to the department head on a standard grievance form signed by the employee. The grievance must be submitted in writing within the timeframe specified in Company Policy. The department will arrange a grievance meeting between the department head and the grievant. The Department shall submit a written response to the grievance within timeframe specified in Company Policy.
  19. 19. GRIEVANCE ADVANCED TO EMPLOYEE/LABOR RELATIONS: If the matter is not satisfactorily adjusted in the previous (written) step, or an answer is not given within the time specified:  The written grievance previously submitted shall be forwarded to the Human Resource Department within the timeframe. If the matter is not satisfactorily adjusted in the previous (written) step, or an answer is not given within the time specified:  The written grievance previously submitted shall be forwarded to the Managing Director within the timeframe.  On policy matters only.
  20. 20. ARBITRATION It is the process of settling an argument or disagreement in which the people or groups on both sides present their opinions and ideas to a third person or group.
  21. 21. “It is not always who is right and who is wrong. But it is always what is right and what is wrong.” – Prof. M.S. Rao , Chief Consultant, MSR Leadership Consultants, India.
  22. 22. CASE to CASE BASIS GAME
  23. 23. SUBJECT COORDINATORS (Academic Matters) TEACHER PRINCIPAL DIVISION SUPERVISOR DIVISION SUPERINTENDENT REGIONAL DIRECTOR DEPEDSECRETARY GRIEVANCECOMMITTEE (Faculty Club Pres,PTAPres,SSGPresand other)
  24. 24. QUESTION
  25. 25. Byproviding trainings and seminars to teachers; by providing sabbatical leaveto teachers; by giving scholarship to teachers.
  26. 26. How will the state insure that teaching will attract and retain its rightful share of the best available talents?
  27. 27. Through adequate salary and other means of jobsatisfaction and fulfillment.
  28. 28. May a principal of a public high school refuse the enrolment of a student due to sex, ethnic grouping, or religion of the child or hisparents?
  29. 29. No, becausesuchrefusal will violate the right of the student to have quality education asprovided in Sec.1Art.XIV of the 1987 Constitution and it will also violate his constitutional right to be accorded equal protection of the laws guaranteed under Sec.1 Art. III ofthem 1987 Constitution to all Filipino citizens.
  30. 30. No, because such refusal will violate the Constitutional right of the child to have quality education.
  31. 31. Yes,becauselimiting the enrolment is in consonance with DepEdOrder No.32S.2003 provided that the principal will give assistanceto the student to enrol in nearby school soas not to deprive him of his right to education.

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