Grievance and a model grievance procedure.

An organisation is a joint place where various character people work under a common roof. Difference of opinion is a common subject in such a scenario. Superiors may impose certain regulation on subordinates One employee intension may hurt the other. One persons words may be interpreted by other in a wrong sense. Satisfaction of job may be low. Many such differences may be quoted. Grievance is one emotion that plays a vital role in such an environment. Grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes and even feels to be unfair, unjust or inequitable. Grievance definition In employment law, a grievance is a formal, itemized complaint to management that it has treated one or more employees unfairly or has violated the contract or collective bargaining agreement. Use of the grievance system is a protected activity. Restraint, interference, coercion, discrimination, or reprisal against an employee or an employee's designated representative because of the filing of a grievance is legally prohibited. Employees who provide information concerning matters related to grievances are similarly protected. An

individual who engages in restrictive activities may be committing a prohibited personnel practice which could warrant serious disciplinary act

Model Grievance Procedure:

U N S A T I S F I E D

Work with Grievance Verbal Referring Immediate Superior Time limit for answering 48 hrs Department Head Time limit for answering 3days Grievance Committee Time limit for answering 7 days

W O R K E R

Higher Management for Revision

Voluntary Arbitration

Union may ask for voluntary arbitration

Decision binding on both parties

Principles and procedure which constitute the grievance model: 1. An aggravated employee shall just present his grievance verbally in person to the officer designated and the answer should be given within 48hrs.

2. If the worker is not satisfied with the answer, he along with one department representative will present the grievance to the departmental head. He will give his judgment in 3 days or state the reason for delay. 3. If he is not satisfied yet, then he may be requested to refer the case to the grievance committee. The grievance committee will make recommendation within seven days. Management has to implement it, 4. If even then he remains unsatisfied, he can report to the higher tier of the management for revision. 5. If the worker is still not satisfied with the decision then the union may ask for voluntary arbitration and the decision of which will be binding on both the parties. Diagrammatic Procedure: representation of model Grievance

Voluntary Arbitration

Higher Management

Grievance Committee

Department Head

Officer Designated