1
Hi Veena,
employee grievance can be handled in 2 ways:
a. In house, by the HR
b. by employee assistance programs where the grievances are handled in a very professional manner.
In any event it is best to draw up a policy on either of the methods.
From India, Bangalore
employee grievance can be handled in 2 ways:
a. In house, by the HR
b. by employee assistance programs where the grievances are handled in a very professional manner.
In any event it is best to draw up a policy on either of the methods.
From India, Bangalore
hi sir, i am doing final year mba and i am assigned with project work relating to grievance handling please help me in preparing it sir.
From India, Bangalore
From India, Bangalore
Dear
Sec 9 C of the ID Act provides for Setting up of Grievance Redressal Machinery like this .
9C. (1) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of equal number of members from the employer and the workmen.
(3) The chairperson of the Grievance Redressal Committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year.
(4) The total number of members of the Grievance Redressal Committee shall not exceed more than six:
Provided that there shall be, as far as practicable one woman member if the Grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members may be increased proportionately.
(5) Notwithstanding anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workman to raise industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned.
With Regards
Advocates & Notaries -Legal Consultants-HR
E-mail : rajanassociates@eth,net,
Mobile : 9025792684.
From India, Bangalore
Sec 9 C of the ID Act provides for Setting up of Grievance Redressal Machinery like this .
9C. (1) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of equal number of members from the employer and the workmen.
(3) The chairperson of the Grievance Redressal Committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year.
(4) The total number of members of the Grievance Redressal Committee shall not exceed more than six:
Provided that there shall be, as far as practicable one woman member if the Grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members may be increased proportionately.
(5) Notwithstanding anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workman to raise industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned.
With Regards
Advocates & Notaries -Legal Consultants-HR
E-mail : rajanassociates@eth,net,
Mobile : 9025792684.
From India, Bangalore
Hi
Every reputed establishment have the grivance handling policy to solve the grevances of indivdual employee/ group of employees related to working conditions,welfare issues, behviour/ parcialty/ payment issues etc.
Objective :-
=>To create healthy atmosphare in the company.
=> To reduce IR issues.
=> To increase productivity to create healthy industrial relation
=> To avoid big labour problem etc.
Procedure/ Policy :-
Its depand on the nature & status of the company, however Mr.Rajan associates has given the detail.
From India, New Delhi
Every reputed establishment have the grivance handling policy to solve the grevances of indivdual employee/ group of employees related to working conditions,welfare issues, behviour/ parcialty/ payment issues etc.
Objective :-
=>To create healthy atmosphare in the company.
=> To reduce IR issues.
=> To increase productivity to create healthy industrial relation
=> To avoid big labour problem etc.
Procedure/ Policy :-
Its depand on the nature & status of the company, however Mr.Rajan associates has given the detail.
From India, New Delhi
Dear rajanassociates;
Thanks for your inputs, which I am quoting again, as above.
Despite such clear-cut mandate and guidelines; is it not strange to find the grievance system lacking in so many industries and organizations, to the extent that even the HRs have no idea about it at all !!
Warm regards.
From India, Delhi
Thanks for your inputs, which I am quoting again, as above.
Despite such clear-cut mandate and guidelines; is it not strange to find the grievance system lacking in so many industries and organizations, to the extent that even the HRs have no idea about it at all !!
Warm regards.
From India, Delhi
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