What is a grievance in industrial relations?
What is a grievance in industrial relations?
A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfaction that adversely affects organizational relations and productivity.
What is grievance in employee relations?
A grievance is a formal complaint that is raised by an employee towards an employer within the workplace. Workplaces that have trade union representation often file a grievance with an employer on behalf of an individual employees request.
What is grievance procedure and how it is used in handling employee complaints and dispute resolution?
Grievance procedure is a Step by step process an employee must follow to get his or her complaint addressed satisfactorily. In this process, the formal (written) complaint moves from one level of authority (of the firm and the union) to the next higher level.
What are the causes of industrial grievance?
Causes of Grievance
- Inadequate Wages and Bonus.
- Unachievable and Irrational Targets and Standards.
- Bad Working Conditions.
- Inadequate Health and Safety Sevices.
- Strained Relationship Amongst the Employees.
- Layoffs and Retrenchment.
- Lack of Career Planning and Employee Development Plan.
Why is grievance procedure important?
A formal grievance procedure provides a mechanism for raising complaints formally. Apart from meeting your legal obligations, it allows you to communicate how your employees can raise complaints and sets out clearly how your organisation will handle them.
What is the importance of grievance?
In fact, grievance provides a channel to release the employee’s discontent. Without the system of grievance, unexpressed dissatisfaction may lead to harmful effects and destructive activities. Due to the grievance system, managers can take corrective action before discontent gets expressed undesirable behavior.
What are the main cause of grievance?
The causes of grievances include the interpretation of areas like placement, transfer, promotion, working conditions, payment of wages, allowances, overtime pay, victimization, medical benefits, housing facilities, increments, granting loans, conditions of work, leave, seniority, safety measures, fines, conditions” of …
What are causes of employee grievances in Industrial Relations Management?
Work environment: Poor physical conditions of workplace, tight production norms, defective tools and equipment, poor quality of materials, unfair rules, lack of recognition, etc.
What should employees do if they have a grievance?
To ensure good Industrial relations the grievances need to be identified and then redressed. There are four main ways of discovering grievances in order to nip the evil in the bud: Employees are encouraged to bring to the mind of management, their complaints and suggestions.
When was grievance procedure added to Industrial Disputes Act?
The subsequent stage of legal development was made in 1982 when an amendment was proposed to the Industrial Disputes Act, 1947 to include a mechanism for grievance settlement. As a result of the proposal, Section 9-C was added to the Act in order to create a procedure of reference of certain industrial disputes to grievance authorities. [ 28]
What kind of grievances are filed by unions?
Grievance (labour) Most of the grievances filed by unions are filed on behalf of individual employees (individual grievances) or on behalf of a group of employees (group grievances). A third type of grievance is the policy grievance which deals with issues that affect all employees”.