Hi, Can anybody give me a model Grievance Redressal Policy for the Manufacturing Industry? I need it immediately. Please help me. Thanks in advance Regards, Durga N Rao
From India, Ahmadabad
7From India, Ahmadabad
Please have a detailed search in this forum itself. I have seen some good postings on it. Please get it. Otherwise I shall post it soon. Regards, Madhu.T.K
From India, Kannur
From India, Kannur
Grievance Redressal policy differes from company to company. In establishment with certified standing orders, the procedure will be laid down in the standing orders itself. Similarly, organisations to whch Factories Act applies and which employs not less than 500 employees will have a Welfare Officer appointed to look after the welfare of the workers which includes the redressal of grievance by employees.
In small organisations complaint by any employee verbally made will be treated as grievance. However, grievance will be regarded as formed when the dissatisfaction is manifested in writing. But all disputes will not be considered by the machinery set for internally. Such disputes which are of a reasonable magnitute arising out of illfeeling by an employee or group of employees may be regarded as grievance. The feeling of injustice may be relating to wages, mode of its payment, overtime calculation, leave, transfer, seniority, promotion, treatment by superiors, interpretation of code of conduct or even the food supplied in the canteen.
Normally, when an employee has any such grievance, he has first to report it to his immediate superior. Such immediate superior officer is expected to give reply or find solution to the grievance within two days. If the matter is not settled or if the settlement made by him is not acceptable to the concerned employee, the grievance will pass on to the Head of the Department or the Industrial Relations Officer, depending upon the nature of the organisation.
In the second platform, the concerned official is expected to find a solution within two or three days. Here, the employee concerned will be permitted to present his grievance with the help of a co worker or a trade union representative. If he fails to give a proper verdict, the matter shall be referred to the Grievance Redressal Committee.
Grievance Redressal Committee is constituted with participation of employees representatives in it. In organisations where no such committee is formally formed, the matter at this stage will be handled by the top management itself. The orks Committees formed as per the Industrial Disputes Act will act as conciliatiors under this stage. If no remedy is reached, the matter shall be forwarded for Voluntary Arbitration within seven days.
The above stated mechanism is flexible depending upon the situation. In each stage, the way of presentation by the employer and the employee should be very transparent. If there is any ambiguity repost the proceedings for expert opinion. However, it should be time bound also.
Regards,
Madhu.T.K
From India, Kannur
In small organisations complaint by any employee verbally made will be treated as grievance. However, grievance will be regarded as formed when the dissatisfaction is manifested in writing. But all disputes will not be considered by the machinery set for internally. Such disputes which are of a reasonable magnitute arising out of illfeeling by an employee or group of employees may be regarded as grievance. The feeling of injustice may be relating to wages, mode of its payment, overtime calculation, leave, transfer, seniority, promotion, treatment by superiors, interpretation of code of conduct or even the food supplied in the canteen.
Normally, when an employee has any such grievance, he has first to report it to his immediate superior. Such immediate superior officer is expected to give reply or find solution to the grievance within two days. If the matter is not settled or if the settlement made by him is not acceptable to the concerned employee, the grievance will pass on to the Head of the Department or the Industrial Relations Officer, depending upon the nature of the organisation.
In the second platform, the concerned official is expected to find a solution within two or three days. Here, the employee concerned will be permitted to present his grievance with the help of a co worker or a trade union representative. If he fails to give a proper verdict, the matter shall be referred to the Grievance Redressal Committee.
Grievance Redressal Committee is constituted with participation of employees representatives in it. In organisations where no such committee is formally formed, the matter at this stage will be handled by the top management itself. The orks Committees formed as per the Industrial Disputes Act will act as conciliatiors under this stage. If no remedy is reached, the matter shall be forwarded for Voluntary Arbitration within seven days.
The above stated mechanism is flexible depending upon the situation. In each stage, the way of presentation by the employer and the employee should be very transparent. If there is any ambiguity repost the proceedings for expert opinion. However, it should be time bound also.
Regards,
Madhu.T.K
From India, Kannur
Please find samplel of "THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE"
From India, Ahmadabad
From India, Ahmadabad
IS this applicable in all the Industries .ie. IT and Non IT.?? Also What should be the size of orgnaisaion? What is the compulsion of this policy in any company.
From India,
From India,
Grievance Redressal Committee is mandatory for an establishment employing 20 employees as per ID Act. Since all IT companies (and non IT companies, obviously,) fall under ID Act coverage, there is no exemption from forming a GRC
Madhu.T.K
From India, Kannur
Madhu.T.K
From India, Kannur
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Model.zip
Employee-grieva nce-guide_394.p df
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