Grievance means any type of dissatisfaction or discontentment arising out of factors related to an employee’s job, which he thinks are unfair. A Grievance arises when an employee feels that something has happened or is happening to him, which he thinks is unfair, inequitable, or unjust. In an organization, a Grievance may arise due to several factors such as:
- Violation of management responsibility, such as poor working conditions.
- Violation of company rules and regulations
- Violation of labor laws
- Violation of natural rules of justices such as unfair treatment in promotion etc.
Various sources of grievance may be categorized under three heads: Management policies, working conditions, and personal factors.
- Grievance resulting from management policies includes:
- Wage rates
- Leave policy
- Lack of career planning
- Role of conflicts
- Lack of regard for a collective agreement
- The disparity between the skill of worker and job responsibility
- Grievance resulting from working conditions includes:
- Poor safety and bad physical conditions
- Unavailability of tools and proper machinery
- The negative approach to discipline
- Unrealistic targets
- Grievance resulting from inter-personal factors includes
- Poor relationships with team members
- Autocratic leadership style of superiors
- Poor relations with seniors
- Conflicts with peers and colleagues
It is necessary to distinguish a complaint from a grievance. A complaint is an indication of employee dissatisfaction that has not been submitted in written. On the other hand, a grievance is compliant that has been put in writing and made formal.
Grievances are symptoms of conflicts in the industry. Moreover, management should be concerned with both complaints and grievances, because both may be essential indicators of potential problems within the workforce. Without a grievance procedure, management may be unable to respond to employee concerns since managers are unaware of them. Moreover, a formal grievance procedure is a valuable communication tool for the organization.
Grievance Redressal Procedure
The grievance procedure is a step by step process an employee must follow to get his or her compliant addressed satisfactorily. In this process, the formal compliant moves from one level of authority to the next higher level.
Grievance redressal procedure policy is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization.
- Open door policy
- Step-ladder policy
How to handle an employee grievance?
- Establish whether the grievance needs to be resolved formally or informally.
- Choose an appropriate manager to deal with the grievance redressal
- Carry out a full investigation and gather all relevant types of evidence, sending it to the employee in advance of the meeting.
- Arrange the grievance meeting, inviting the employee and reminding them of their statutory right to be accompanied.
- Make sure accurate notes are taken throughout by a person who is not involved in the case.
- Give the employee full opportunity to explain the details of their grievance and what they would like the outcome to be.
- Adjourn the meeting; consider the evidence before making a decision.
- Inform the employee in writing of the decision, explaining how and why the decision was reached.
- Let the employee of their actual right to appeal against the outcome of the grievance procedure.