GRIEVANCES

2. Presentation on HRM.Submitted To:Sir Ahmad Tisman Pasha.Submitted By:Mudassir Abbas.BS(IT) 3rd.Roll No:07-34

3. GRIEVANCES

4. Grievance: A grievance is a complaint about a managerial decision, act or omission. • In the world of work a grievance is a formal statement of complaint, generally against an authority figure.

5. What Is Grievance Any factor involving wages, hours, or conditions of employment that is used as a complaint against the employees.

6. Sources of Grievances Employees may just use any factor involving wages, hours, or conditions of employment as the basis of Grievances. Discipline cases & seniority problems including promotions, transfers, and layoffs would top this list. Others would include Grievances growing out of job evaluations and works assignments, over time , vacation ,incentive plans and holidays.

7. Continue…. Here our four examples of Grievances . • Absenteeism • Insubordination • Over time • Plant rules

8. Absenteeism An employer fired an employee for excessive absence. The employee filed a Grievance stating that there had been no previous warning to excessive job.

9. Insubordination An employee on 2 occasions refused to obey a supervisor’s order to meet with him, unless the union representative was present at the meeting. As a result, the employee was discharged &subsequently filed a grievance protesting the discharge.

10. Over time The employer discontinued Sunday overtime work after a department was split. Employees affected filed a grievance protesting loss of overtime work.

11. Plant Rules The plant had a posted rule barring employees from eating or drinking during unscheduled breaks. The employee filed a grievance claiming the rule was arbitrary.

12. Grievance Procedure 1st Condition….. Grievance procedure differ from firm to firm. Some contain only 2 steps procedure. Here the grievant, union representative & company representative meet to discuss the grievant. Otherwise 3rd party independent from grievance came to find satisfactory solution.

13. 2nd Condition…………. The grievance procedure may contain 6 or more steps. Grievant meet informally with the grievant’s supervisor to find solution. The employee files a formal grievance,& there is a meeting with employee & supervisor’s Boss. The next step involves grievant & union representative meeting with higher level Managers.

14. Continue… Finally if the top management & union can’t reach agreement, the grievance may go to arbitration.

15. Guidelines for handling Grievance The Manager should steer a course between treating employees fairly& maintaining management’s rights progressive.. One expert has developed a list of Do’s & Don’t as useful guides in handling grievance..

16. Do.. • Investigate & handle each case as though it may eventually result in arbitration. • Talk with the employee about his grievance; give the person full hearing. • Visit the work area of grievance. • Determine whether there were any witness. • Examine the grievant’s personal record. • Treat the union representative as Ur equal.

17. Continue… • Hold Ur grievance discussion privately. • Fully inform Ur own supervisor of grievance.

18. Don’t • Discuss the case with union supervisor alone, the grievant should B there. • Hold back the remedy if the company is wrong. • Give long written grievance answers. • Settle grievance based on what is “fair”. Instead stick to the labor agreement. • Best point…

19. Don’t • Deny grievances Bcoz “Your hands have been tied by management”