Grievance Handling

Topics: Trade union, Employment, Collective bargaining Pages: 7 (2445 words) Published: January 2, 2009
GRIEVANCE HANDLING Introduction It is a Universal fact that where ever human beings are involved, of certain there will be discontents and dissatisfaction, even though it may superbly be best managed organizations. But, it does not mean that by thinking so, the management can ignore the grievance of the employees. Accumulation of dissatisfaction may result in severe conflicts and litigations, hampering the peace and work, for which the majority of the human being aspires. Further, it is observed that some of the situation which could easily be otherwise avoided result in the form of grievances, damaging the very harmony of the organization. This is generally because of lack of concern for the employees, or due to lack of managerial expertise, or due to irrational decisions. Quite often, it is forgotten that the grievances are pests that weaken the organization tree with the trace of indelible marks. Meaning The term “Grievance” is derived from the word ‘Grieve’ which means to cause grief or pain of mind, to make sorrowful, to show grief. According to Chambers’ dictionary, Grievance is “cause or source of Grief, ground of complaint; condition felt to be oppressive or wrongful”. In the words of Prof. Jucius –Grievance is “any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company that an employee thinks, believes, or even feels is unfair, unjust or inequitable”. According to Edwin Flippo, “A complaint becomes a grievance when the employee feels that an injustice has been committed. If the supervisor ignores, the complaint and dissatisfaction grows within the employee; it usually assumes the status of grievance. A grievance in business organizations is always expressed, either verbally or in writing. A grievance is usually more formal in character than a complaint. It can, of course be either valid or ridiculous, but must grow out of something connected with company operation or policy. In many instances, it must involve an interpretation or application of provisions of labour contract”. Pigors and Myers have expressed three terms: ‘dissatisfaction’, ‘complaint’, and ‘grievance’. According to their views, “a dissatisfaction is anything that disturbs an employee, whether or not expresses his unrest. A complaint is a spoken or written dissatisfaction, brought to the attention of the Supervisor and the Stop Steward. A grievance is simply a complaint that has been ignored, over-ridden, or dismissed without due consideration.” “The ground for a grievance may be any measure or situation which concerns the relation between employer and worker or which affects the conditions of employment of one or several workers in the undertaking when that measure or situation appears contrary to the provisions of an applicable collective agreement or of an individual contract of employment, or to work rules, or to laws or laws or regulations or to custom or usage of the occupation branch of economic activity or country, regarding faith”. Features of Grievances The features of Grievance are the following:- Grievance arises due to discontent or dissatisfaction. Dissatisfaction is anything that disturbs an employee. The discontent or dissatisfaction arises when an employee perceives that an injustice has been attributed. The discontent or dissatisfaction may be genuine or may not be genuine. A Grievance is usually expressed either verbally or in writing with the intention of bringing it to the attention of management. The representation can be made by employee himself or by the representative of the employee. There can be individual grievance or collective grievance. Types of grievances Individual and Collective (Group) Grievances The International Labour Organisation (ILO) defines a grievance as a complaint of one or more workers with respect to wages and allowances, conditions of work and interpretation of...
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