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UNIT 115 GRIEVANCE FUNCTION ININDUSTRIAL RELATIONS

Objectives

After going through this unit, you should be able to understand:th e overview of the grievance fiinction in Industrial Relations;the grievance meclianism and how it is useful to tlie aggrievedeniployee;

e the various approaches to grievance resolution; and

0 the advantages and disadvantages of grievance handling procedure.

Structure

15.1 I~itroductioli15.2 Meaning and Content

1 5.3 Grievaiice Mechanism: Its Nature15.4 Legal Framework

15.5 Grievance Resolution: Approaches

15.6 Formal Mechanism: Advantages15.7 G~.ieva~icerocedure15.8 Grievance Redressal: Linkages

15.9 Grievance Interview

15.10 Metl~odologyof, an d Pitfalls in, Grieua~lce andling15.11 Reconlmel~dationsoftIieNationa1 Comlnission on Labour1 5.12 Summary

15.13 Self Assessment Questions

15.14 Further Readings

15.1 INTRODUCTION

Despite tlie best of management practices in acting and co i i~m~ mica t i l~g ,conflictsbetween employees and tlie organisatioil will occur. Conflictperse is neither bad norcontrary to good organisation. D isagreelne~ lts nd dissatisfactions can be helpful inre-examining th e basic assuinptions and practices to tlie end that adjustmerits can bemade to improve overall organizational effectiveness. The first step in the resolutionof conflict is the discovery oftlie conflict and its exposure.Elnployers can devise and put in place a variety of upward clial~nelsofcommunica t io~~ ,nd a properly constituted grievance procedure is one such valuablecliani~elthrough which elnployees call bring their dissatisfaction to the notice ofmanagement. It is desirable that orgallisations sl~ou ldbe proactive in designing andputting ill place a fornlal grievance proced~i~.e ,which allows elnployees to ventilateand seek redressal of work-related dissatisfaction. There is hardly any organisationwhere tlie einployees do not have grievances of one kind or another. The grievanceslilay be real or inlaginary, valid or invalid, genuil~eor false; yet in all cases, grievancesproduce unhappiness, discontent , indifference, lowmorale and frustration, which mayadversely affect the eii~ployees ' on~mitment,concentration, efficiency and

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