1. GRIEVANCE HANDLING
Points to be discussed in the lecture sessions.
 Concepts and causes of Grievance
Need for a grievance redressal Procedure.
 Steps in the grievance procedure.
Grievance Redressal Procedure in Unionized
Organizations.
Legislative aspects of the grievance Redressal
Procedure in India.
Conflict resolution.

2. A Grievance is a sign of an employee’s discontent , either with the
job or the organization.
“ It is a dissatisfaction or feeling of injustice in connection with one’s
employment situation that is brought to the notice of the management”.
(Dale S Beach)
Grievance “is a type of discontent , which must always be expressed. A
grievance is usually more formal in character than a complaint”.
(Edwin B Flippo)
“ The complaints affecting one or more individual workers in respect of
their wage payments , overtime , leave, transfer, promotion, seniority ,
work assignment and discharge would constitute grievances.
(National Commission on Labour.)

3. Causes of Grievance
– Economic Issues: wage, incentives, bonus .
– Psychological issues: disappointment with
unpleasant relationships with supervisors and
other colleagues, denial of leave , overtime, or
other benefits.
– Unhealthy Working conditions and
environment.
– Structural issues: denial of transfer or
promotion

4. Need for a Grievance Procedure
– Grievance procedures keep a check on arbitrary
actions.
– Means of expressing the dissatisfaction.
– Help in upward communication.
– People’s problems are considered while
formulating major plans.
– Builds harmonious industrial relations and
reduce industrial conflicts.
– Win the trust and confidence of the employees

5. GRIEVANCE REDRESSAL PROCEDURE.
Voluntary Arbitration.
VI Stage ( 7days)
N.S
Committee of Union and Management
Representatives.
N.S
Manager
V Stage ( 7days)
IV Stage (7days)
N.S
Grievance Committee.
III Stage (7 days)
N.S
Departmental Representatives.
Departmental Representatives.
Head of the Department.
N.S
Supervisor
N.S
Foreman.
GRIEVANT EMPLOYEES
II Stage ( 3days)
I stage (48hrs)
Conveys verbally.

6. THREE STEP GRIEVANCE PROCEDURE.
Step
Labour Rep
Management Rep.
1
Shop Steward and aggrieved employee
Foreman
2
Shop Committee
General Manager.
3
Arbitration by an impartial third party.
FOUR STEP GRIEVANCE PROCEDURE
1 Steward and aggrieved employee
Foreman
2 Shop Committee
Personnel Manager
3 Local Union Officers
President
4 Arbitration by an impartial third party.
FIVE STEP GRIEVANCE PROCEDURE
1
Union Steward or employee
Immediate supervisor.
2. Chief Steward or business agent
Superintendent or IR officer.
3. Company Grievance Committee
IR Director or Plant manager.
4. Regional or District rep of the union
Top Corporate Management
5. Arbitration by an impartial third party.

7. Grievance Redressal Procedure in
an unionized organization
Arbitrator.
Grievance Committee
Departmental Head/Business manager
/ superintendent/ IR officer.
Supervisor/Manager.
Composition
2 rep of the Mgt, 1
union rep, 1
union dept rep of
the dept.
Aggrieved
Employee.

8. Grievance Redressal Procedure in an
non-unionized organization
– Open door Policy
– Ombudsprocess.
– Works Committee.( 2 from Mgt, 1 from
dept ,secretary ).

9. LEGISLATIVE ASPECTS OF THE GRIEVANCE REDRESSAL
PROCEDURE IN INDIA.
INDUSTRIAL EMPLOYMENT (STANDING) ACT ,1946.
Clause 15 of the Model Standing Orders in Schedule I of the act specifies that
“all complaints arising out of employment , including those relating to unfair
treatment and wrongful exactions on the part of the employer , or his agent ,
shall be submitted to the manager or other person specified in this behalf with
the right to appeal to the employer.”
INDIAN LABOR CONFERENCE (1957).
The Code of Discipline.
• Conformity with existing legislation
•Simple and expeditious machinery.
•Employee Knowledge of Grievance procedure.
•Constitution of the Grievance Committee.