Employee Grievances Discipline and Counseling

8/8/2019 Employee Grievances Discipline and Counseling

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Employee Grievances andEmployee Grievances and

Disciplinary ActionsDisciplinary Actions


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EMPLOYEE GRIEVANCEEMPLOYEE GRIEVANCE

Every employee has certain expectations, which he thinks must

be fulfilled by the organization he is working for. When the

organization failed to do this, he develops a feeling of

dissatisfaction. When an employee feels that something is unfair

in the organization. He is said to have a grievance.


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CAUSESCAUSES

1. Economic Wage fixation

Overtime

Wage revision

2.W

ork Environment Poor physical condition of workplace

Tight production norms

Defective tools and equipment

Poor quality of material

Unfair rules

Lack of reorganization etc.

3. Supervision

Relates to the attitude of the supervisor towards the employee such as

perceived notions of bias, favoritism, regional feelings etc.


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CAUSESCAUSES

4. Work Group Employee is unable to adjust with his colleagues, suffers from feelings

of neglect, victimization and becomes an object of ridicule andhumiliation etc.

5. Miscellaneous

Issues relating to certain violations in respect of promotions Safetymethods

Transfer

Disciplinary rules

Fines

Granting leaves

Over stay after the expiry of leaves

Medical facilities etc.


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Handling Grievances EffectivelyHandling Grievances Effectively

Treat each case as important and get the grievances in writing.

Talk to the employee directly. Encourage him to speak the truth. Give

him a patient hearing.

Discuss in a private place. Ensure confidentiality, if necessary.

Handle each case within a time frame.

Refer company Policy in each case. Inform your superior about all

grievances.

Get all relevant facts about the grievance; examine the personal

records of the aggrieved worker. See whether any witness are availableand visit the work area.

Control your emotions, your remarks and behavior.

Maintain proper records and follow up the action taken in each case.


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GRIEVANCE PROCEDUREGRIEVANCE PROCEDURE

Stage I At Supervisory level

Stage II At HOD level

Stage III At Management level


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PRINCIPLE OF NATURAL JUSTICEPRINCIPLE OF NATURAL JUSTICE

A man cannot be a judge in his own case.

A person should be given an opportunity of being heard.

The punishment should commensurate with the gravity of offence.

Justice should be done in a way that it should seem that justice has been

done.


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DISCIPLINARY ACTIONDISCIPLINARY ACTION

Who is Disciplinary Authority?

The Manager Person Authorized by the Board


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DISCIPLINARY ACTIONDISCIPLINARY ACTIONWhat is Misconduct?

Any act, which is subversive of a good conduct, is misconduct.

Misconducts are defined in Standing Orders

How to ReportMisconduct.

Shift

Date

Time

Name

Dept ID No

Venue

Accurate Incidence

Witnesses

Signature


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Preliminary EnquiryPreliminary Enquiry

Who will conduct Preliminary Enquiry?

Where it is to be conducted?

How it is to be conducted?

Enquiry Report


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Domestic EnquiryDomestic Enquiry

Charge Sheet

Written Explanation

Enquiry Officer

Management Representative

Witnesses from both side

Examination / Cross Examination / Examination in chief

Enquiry Report

Second Show cause Notice

Punishment /Acquittal


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What are the Punishments?What are the Punishments?

Warning or censure.

Making an adverse remark in the service records.

Suspension from service without wages for a period not exceeding 7

days.

Fine subject to the provisions of the Payment of Wages Act and rules

made there under.

Stoppage of annual increment up to 2 years with or without cumulative

effect.

Demotion or reversion to the lower grade, post or scale with reduced

pay as per that lower grade, post or scale.

Discharge or dismissal.


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Disciplinary actionDisciplinary action

procedure and practiceprocedure and practice Misconduct

Charge Sheet

Service of Charge Sheet

Power to suspend pending enquiry

Law and procedure of holding enquiry

Report of Enquiry Officer Punishment


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DISCIPLINARY ACTIONDISCIPLINARY ACTIONWhat is Misconduct?

Any act, which is subversive of a good conduct, is misconduct. Misconducts are defined in Standing Orders

Disciplinary orders for a misconduct not enumerated in CertifiedStanding Orders

How to ReportMisconduct.

Shift

Date

Time

Name

Dept ID No

Venue

Accurate Incidence

Witnesses

Signature


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Preliminary EnquiryPreliminary Enquiry

Who will conduct Preliminary Enquiry?

Where it is to be conducted?

How it is to be conducted?

Enquiry Report


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Domestic EnquiryDomestic Enquiry

Charge Sheet

Written Explanation

Enquiry Officer

Management Representative

Witnesses from both side

Examination / Cross Examination / Examination in chief

Enquiry Report

Second Show cause Notice

Punishment /Acquittal


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Meaning of Charge SheetMeaning of Charge Sheet

A memorandum of charges , leveled against the

employee who commits a breach of rules ,regulations or Standing Orders

Contains the alleged acts of misconduct against

the employee

No disciplinary action can be initiated against

an employee unless he is first served with a

charge sheet.


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Object of charge sheetObject of charge sheet To tell the accused what he is supposed to

have done

To provide specific particulars required by

the employee to give a reasonable

opportunity of defense.


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PRINCIPLE OF NATURAL JUSTICEPRINCIPLE OF NATURAL JUSTICE

A man cannot be a judge in his own case.

A person should be given an opportunity of beingheard.

The punishment should commensurate with the gravity

of offence. Justice should be done in a way that it should seem

that justice has been done.


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Requisites of a validRequisites of a valid

charge sheetcharge sheet Charges must be specific in all possible details

Must be in writing

Must be signed by the disciplinary authority

Should not be vague drawn out in clear ,

unambiguous language.

Should mention all essential ingredients of thealleged misconduct.

Contain details of time and date of occurrence


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Requisites of a validRequisites of a valid

charge sheet (contd)charge sheet (contd) Any document or record which is looked into or

relied upon must be mentioned in the charge sheet

Use of abbreviations must be avoided

Reference must be made to specific persons andthings

Must be framed in such a way that it does notindicate any pre conceived notion of employee's

guilt A charge sheet which does not contain the

allegation intended to be proved is not a validcharge sheet


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Competent authorityCompetent authority Power to take disciplinary action rests with

the person who has got power to appoint

This power can be delegated but no person

on his own initiative can frame any charge

and enquire into the same against theemployee


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Service of Charge SheetService of Charge Sheet This is a prerequisite to the validity of

charge sheet

By personal service

Registered Post

Post on the wall of company accommodation

Pasting on notice board inside and near the gate

Any other method as specified by the certified

Standing Orders


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THANKS

Employee Grievances Discipline and Counseling

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