Definitions of Employee Grievance
The word grievance is often used in generic from to indicate various types and stages of an employees dissatisfaction while,at work.
According to International Labour Organization, “A grievance is a complaint of one or more workers with respect to wages and allowances,conditions of work and interpretation of service conditions covering such area as overtime ,leave,transfer,promotion and termination of services”.
According to Dale S Beach,”A grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is bought to the attention of management”.
Thus, A grievance indicates the dissatisfaction of employees with the job and its nature.
Nature/Characteristics Employee Grievance
- It may be unvoiced or expressly stated by an employee.
- It may be written of verbal.
- It may be valid and legitimate,untrue or completely false,or ridiculous.
- It may arise out of something connected with the organization or work.
- An employee feels that an injustice has been done to him.
Causes/sources Employee Grievance
- Demands for individual wage adjustments.
- Complaints about the job classification.
- Complaints concerning disciplinary measures and procedures.
- Disciplinary discharge or layoff.
- Transfer for another department or another shift.
- Inadequate of safety and healthy service/devices.
Advantages of Grievance Handling
1. Easy to learn and try: It brings grievance into the open so,that management can learn about them and try corrective action.
2. Solves Quickly: It helps in preventing grievance from assuming big proportions. The management catches and solves a grievance before it becomes a dispute.
3. Establishment and maintain work culture: It helps in establishment and maintaining a work culture or way of life. As problem are interpreted in the grievance procedure,the group learns how it is expected to respond to the policies that have been set up.
Procedural aspects for settlement of Grievances
1. Employee,union steward and supervisor: The employee discusses the grievance with the union steward and the supervisor.
2. Union steward and supervisor’s manager: The union steward discusses the grievance with the supervisor’s manager and or the HR manager.
3. Committee of union offices and company manager: A committee of union officers discuss the grievance with appropriate company manager.
4. National union representative and company executive: The representative of the national union discuss the grievance with designated company executives of the corporate industrial relations officer.
5. Impartial third party: If the grievance is not solved at this stage, it goes to arbitration. An impartial third party may ultimately dispose of the grievance.