Presentation on HRM.Presentation on HRM.Submitted To:Submitted To:

Sir Ahmad Tisman Pasha.Sir Ahmad Tisman Pasha.Submitted By:Submitted By:

Mudassir Abbas.Mudassir Abbas.BS(IT) 3BS(IT) 3rdrd..

Roll No:07-34Roll No:07-34

GrievanceGrievance: A grievance : A grievance is a complaint about a is a complaint about a managerial decision, act managerial decision, act or omission.or omission.

In the world of work a In the world of work a grievance is a formal grievance is a formal statement of complaint, statement of complaint, generally against an generally against an authority figure. authority figure.

What Is GrievanceWhat Is Grievance

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

Sources of GrievancesSources of Grievances

Employees may just use any factor involving Employees may just use any factor involving wages, hours, or conditions of employment as wages, hours, or conditions of employment as the basis of Grievances.the basis of Grievances.

Discipline cases & seniority problems including Discipline cases & seniority problems including promotions, transfers, and layoffs would top promotions, transfers, and layoffs would top this list. Others would include Grievances this list. Others would include Grievances growing out of job evaluations and works growing out of job evaluations and works assignments, over time , vacation ,incentive assignments, over time , vacation ,incentive plans and holidays.plans and holidays.

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Here our four examples of Grievances . Here our four examples of Grievances .

1.1. Absenteeism Absenteeism

2.2. InsubordinationInsubordination

3.3. Over time Over time

4.4. Plant rules Plant rules

AbsenteeismAbsenteeism

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

InsubordinationInsubordination

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

Over timeOver time

The employer discontinued Sunday overtime The employer discontinued Sunday overtime work after a department was split.work after a department was split.

Employees affected filed a grievance protesting Employees affected filed a grievance protesting loss of overtime work.loss of overtime work.

Plant RulesPlant Rules

The plant had a posted rule barring employees The plant had a posted rule barring employees from eating or drinking during unscheduled from eating or drinking during unscheduled breaks.breaks.

The employee filed a grievance claiming the rule The employee filed a grievance claiming the rule was arbitrary.was arbitrary.

Grievance ProcedureGrievance Procedure

11stst Condition….. Condition…..

Grievance procedure differ from firm to firm.Grievance procedure differ from firm to firm.

Some contain only 2 steps procedure.Some contain only 2 steps procedure.

Here the grievant, union representative & company Here the grievant, union representative & company representative meet to discuss the grievant.representative meet to discuss the grievant.

Otherwise 3Otherwise 3rdrd party independent from grievance came to party independent from grievance came to find satisfactory solution.find satisfactory solution.

22nd nd Condition………….Condition………….

The grievance procedure may contain 6 or more The grievance procedure may contain 6 or more steps.steps.

Grievant meet informally with the grievant’s Grievant meet informally with the grievant’s supervisor to find solution.supervisor to find solution.

The employee files a formal grievance,& there is The employee files a formal grievance,& there is a meeting with employee & supervisor’s Boss.a meeting with employee & supervisor’s Boss.

The next step involves grievant & union The next step involves grievant & union representative meeting with higher level representative meeting with higher level Managers.Managers.

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

Guidelines for handling GrievanceGuidelines for handling Grievance

The Manager should steer a course between The Manager should steer a course between treating employees fairly& maintaining treating employees fairly& maintaining management’s rights progressive..management’s rights progressive..

One expert has developed a list of Do’s & Don’t One expert has developed a list of Do’s & Don’t as useful guides in handling grievance..as useful guides in handling grievance..

Do..Do..

1.1. Investigate & handle each case as though it Investigate & handle each case as though it may eventually result in arbitration.may eventually result in arbitration.

2.2. Talk with the employee about his grievance; Talk with the employee about his grievance; give the person full hearing.give the person full hearing.

3.3. Visit the work area of grievance.Visit the work area of grievance.

4.4. Determine whether there were any witness.Determine whether there were any witness.

5.5. Examine the grievant’s personal record.Examine the grievant’s personal record.

6.6. Treat the union representative as Ur equal.Treat the union representative as Ur equal.

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7.7. Hold Ur grievance discussion privately.Hold Ur grievance discussion privately.

8.8. Fully inform Ur own supervisor of Fully inform Ur own supervisor of grievance.grievance.

Don’tDon’t

1.1. Discuss the case with union supervisor alone, Discuss the case with union supervisor alone, the grievant should B there.the grievant should B there.

2.2. Hold back the remedy if the company is Hold back the remedy if the company is wrong.wrong.

3.3. Give long written grievance answers.Give long written grievance answers.

4.4. Settle grievance based on what is “fair”. Settle grievance based on what is “fair”. Instead stick to the labor agreement.Instead stick to the labor agreement.

5.5. Best point…Best point…

Don’tDon’t

6.6. Deny grievances Bcoz Deny grievances Bcoz

““Your hands have been tied by management”Your hands have been tied by management”