Grievance Handling and Discipline
Grievance Handling and Discipline
Grievance Handling and Discipline
Presented by Vinothkumar.g
Grievance
Labor contract cant cover all contingencies and answer all questions Ex. The contract says you can only discharge an employee for just cause you discharge some one for speaking back to you in harsh terms
Grievance procedure
It provides an orderly system whereby both employer and union determine whether some action violated the contract It is the vehicle for administering the contract on a day to day basis It allows both parties to interpret and give meaning various clauses It usually doesnt involve negotiating.
Sources of Grievances
Absenteeism Insubordination Plant rules
Do
1. Investigate and handle each case carefully 2. Talk to the employee. 3. Enforce the time limit. 4. Visit the work area or place of grievance. 5. Determine witnesses.
6. Examine records.
7. Examine witnesses.
Dont
Discuss the case with the union representative alone Hold back the remedy if the company is wrong
Characteristics of grievances
1.Visible grievances An employee may feel that there has been an infringement of his rights. Grievances exist in the minds of individuals.
2.Hidden grievances: Grievances may be concerning employment, working conditions, change of service conditions, biased approach, non-application of principle of natural justice, work loads and work norms.
The purpose of discipline is to encourage employees to behave sensibly at work (where sensible means adhering to rules and regulations). Discipline is called for when an employee violates one of the rules. Basics of fair and just disciplinary Process The employer wants its discipline process to be both effective (in terms of discouraging unwanted behaviour) and firm. Such a process is based on three pillars: clear rules and regulations a system of progressive penalties and an appeals process
Progressive Penalties