THE NATIONAL COMMISSION OF

LABOUR HAD SPELT OUT THE

NATURE OF GRIEVANCES & A
MODEL GRIEVANCE PROCEDURE
IN 1969.
 IT IS IN FORM OF RECOMMENDATIONS &
THE RESPECTIVE MANAGEMENTS OF
EACH ENTERPRISES TO FORMALLY OR
REJECT THE GRIEVANCE PROCEDURE.
 THIS IS ONE OF THE MOST IMPORTANT
MEANS AVAILABLE TO EMPLOYEES TO
EXPRESS THEIR DISSATISFACTION.
 IT ALSO GIVES A DIAGNOSTIC DATA ON
THE STATE OF ORG.’S HEALTH.
THE FOLLOWING ARE THE AREAS WHERE
NORMALLY GRIEVANCES ARE REPORTED:
1. PROMOTIONS.
2. AMENTIES.
3. CONTINITY OF SERVICE.
4. COMPENSATION.
5. DISCIPLINARY ACTION.
6. INCREMENTS.
 7. LEAVE.
 8. MEDICAL BENEFITS.
 9. NATURE OF JOBS.
 10. PAYMENTS.
 11. SAFETY APPLIANCES.
 12. SUPERSESSION.
 13. TRANSFER.
 14. VICTIMIZATION.
 15. CONDITION OF WORK.
 THE FOLLOWING FACTORS USUALLY
CONTRIBUTE TO GRIEVANCES:
 1. MANAGENT PRACTICES.
 2. UNION PRACTICES.
 3. PERSONALITY TRAITS.
1. MANY RESEARCHERS HAVE POINTED
OUT THE SOCIAL DISTANCE B BETWEEN
MGT. & WORKER’S, THEIR CLASS &
CULTURAL ORIENTATIONS BEING WIDELY
DIFFERENT.
2. IMPLEMENTATON OF PERSONNEL
POLICIES.
 3. AMBIQUITY IN POLICY COULD BE THE

MAJOR REASONS , SPECIALLY IN

SENIORITY, OT, COMPENSATION IN
GENERAL OR FAULTY IMPLEMENTATION.
4. POOR COMM. LINKAGES BETWEEN
UNION & MANAGEMENT.
FOR EXMPLE: INFORMATIONS ON NEW
PLANT LOCATIONS, LAY-OFF, MERGERS
& ACQUISITIONS ETC. SHOULD BE
SHARED.
5. SUPERVISORY PRACTICES: THEY ARE
MAJOR SOURCES OF GRIEVANCES.
(ATTITUDE & BEHAVIOUR).
1. MULTIPLICITY OF UNIONS: MANY OF
THEM ARE HAVING POLITICAL
AFFLIATION & LOBBYING FOR
NUMERICAL STRENGTH & SUPPORT.
2. UNIONS PROVIDE FOR THE VOICE FOR
THE EMPLOYEES GRIEVANCES & IT
MOTIVATES EMPLOYEES TO JOIN UNION.
3. FOCUS ON STRENGTH TEST BEFORE
MGT. TO ASSERT THEIR POINT OF
VIEW.
1. THE INDIVIDUAL PERSONALITY HAS A
STRONG BEARING ON THE USAGE
OF GRIEVANCE PROCEDURE.
2. THE ORG. CULTURE ALSO
CONTRIBUTES TOWARDS THE
SETTLEMENT OF GRIEVANCES &
DISPUTES WITHIN THE ORG.
3. AN ANTAGONISTIC ATMOSPHERE
COULD ALSO CAUSE A CONFLIICTING
SITUATIONS.
1. AN IMPORTANT ASPECT OF THE
GRIEVANCE MACHNERY IS THAT AN
ASSURANCE TO AN INDIVIDUAL
EMPLOYEE THAT THERE IS A
MECHANISM AVAILABLE TO THEM ,
WHICH WILL CONSIDER THEIR
GRIEVANCES IN A DISPASSIONATE
MANNER & DETACHED MANNER.
2. THE SUPERVISOR IS THE FIRST LEVEL
IN THE MACHINERY.
AGGRIEVED
EMP MGT
STAGE-1 OFFICER DESIG.
GRIEVANCE FOR THIS
CONVEYED PURPOSE ( 48 HRS)
VERBALLY

NOT SATISFY

STAGE -2 HOD. REPLY-3

DAYS
GRIE. DEPT.
REP.

NOT SATISFY

STAGE -3
GRIE. DEPT.
REP.
 GRIEV. COMM. (7 DAYS )

NOT SATISFY . WITH THE

DECISION

STAGE -4
DEPT. REP.
APPEAL TO
MGT ( 7
DAYS )
NO
AGREEMENT

STAGE -5
MGT. REF TO
UNION

VOL. ARBITRATION ( 7 DAYS

 WE CAN CONSIDER A UNIT LEVEL
PROCEDURE AS FOLLOWED IN TATA
STEEL, JAMSHEDPUR.
 THE PROCEDURE CONSISTS OF
DIFFERENT STAGES:
 STAGE1: THE WORKER WITH THE
GRIEVANCE FILLS THE FORM &
SUBMITS IT TO THE SHIFT INCHARGE
FOR CONSIDERATION.
 IF HE IS NOT SATISFIED WITH THE
DECISION HE CAN MOVE TO THE NEXT
STAGE.
 STAGE2: NOW HIS GRIEVANCE IS
CONSIDERED BY THE DEPARTMENTAL
HEAD & IF HE IS NOT SATISFIED HE
CAN FORWARD TO THE CHAIRMAN OF
THE ZONAL WORKS COMMITTEE.
 IT CONSISTS OF FIVE REPRESENTATIVES
FROM UNION & MGT. & THEY CAN WORK
FOR UNANIMOUS DECISION.
 THE ZONAL COMMITTEE DECIDES
GRIEVANCES ON PROMOTION,
SUSPENSION, DISCHARGE, DISMISSAL &
OTHER MATTERS ON DP.
 IF THE ZONAL WORKS COMMITTEE
CANNOT REACH ON CONSENSUS, THEY
CAN REFER IT TO THE CENTRAL
WORKS COMMITTEE WHICH CONSISTS
OF REPRESENTATIVES FROM TOP MGT
& UNION OFFICIALS.
 THE DECISION IS BINDING ON BOTH
THE PARTIES .
 HOWEVER, IT MAY BE REFERRED TO
THE CHAIRMAN FOR FINAL DECISIONS
BASED ON SPECIFIC CASES,