IR unit 4.ppt
- 1. Unit – 4 : Grievance Procedure & Industrial Discipline Meaning/Definition i) “any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the notice of the management” – Beach ii) “any discontent or dissatisfaction, whether exposed or not whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable” 1
- 2. Need for a grievance procedure 1. Disturb the employees – affects their productivity, morale 2. Not possible for first-line managers to settle all the issues 3. Provides on opportunity to express workers gripes, discontent 4. If not solved in early adage – leads to serious consequences Causes of grievances 1. Demand for individual wage adjustments 2. Complaints about the incentive system 3. Complaints about job satisfaction 4. Complaint against particular foreman 2
- 3. 5. Complaints against disciplinary measures 6. Objections to the supervision methods 7. Promotion issues 8. Transfer to another department or shift 9. Inadequacy of safety and health services/devices 10.Non-availability of materials in time 11.Violation of contracts relating to collective bargaining 12.Improper job assignment 13.Undesirable or unsatisfactory work condition 14.Fine imposed 15.Issues related to seniority calculation Grievance Procedure – chart in the last page 3
- 4. Employee Discipline Introduction - Members of the group should reasonably confirm to the rules & regulations i.e., code of behavior - Employee morale & industrial peace : product of proper maintenance of discipline - Facilitated to coordination & control Meaning - Condition or attitude prevailing among the employees with respect to rules & regulations - Does not mean strict, rigid rules & regulations - Working, cooperating, behaving in a normal & orderly way 4
- 5. Definition “a force that prompts individual/groups to observe the rules, regulations & procedures which are deemed to be necessary for the effective functioning of an organization” Approaches to Discipline 1. Determinative : self-discipline - positive willingness that prompts individuals/groups to carryout instructions, rules of conduct, & standard of work 2. Negative approach : individuals to undertake or not to undertake some activities, do not adhere to R & R - Punitive/Big stick approach : imposes penalty or punishment 3. Positive approach : workers believe and support discipline & adhere to rules & regulations 5
- 6. Objectives 1. To attain willing acceptance – rules & regulations : goal attainment 2. To impart an element of certainty - several differences in informal behaviour 3. To develop spirit of tolerance & desire to make adjustments among employees 4. To give & seek direction & responsibility 5. To create an atmosphere – respect for human relations 6. To increase working efficiency, morale – productivity Indiscipline : - Disorderliness, insubordination, & not following the rules & regulations - Symptoms : change in the normal behaviour, absenteeism, slow at work, severity of grievances, lack of concern for performance, demand for high wages, OT 6
- 7. Causes 1. Non-placement of right person on the right job 2. Undesirable behaviour of senior officials 3. Favoritism 4. Lack of upward communication 5. Weak leadership 6. Defective supervision 7. Improper rules & regulations 8. Misconception about rules & regulations 9. Rigidity of employees 10. Distrust 7
- 8. Forms of misconduct/indiscipline (standing orders) 1. Willful insubordination – individual/group 2. Theft, fraud, dishonesty 3. Willful damage, or loss to property 4. Bribe or illegal gratification 5. Habitual absence – with/without leave 6. Habitual negligence 7. Habitual breach of any law 8. Riotous/disorderly behaviour during work 9. Any act/omission – causing fine 10. Resorting to strikes/inciting others 8
- 9. Disciplinary action : must confirm to certain principles 1. The principle of natural justice 2. The principle of impartiality or consistency 3. The principle of impersonality or consistency 4. Opportunity to the defender to defend himself Guidelines for disciplinary action 1. Location of responsibility – maintaining discipline 2. Formulation & communication of rules 3. Reasonable R & R 4. Equal treatment 5. Disciplinary action - in private 6. Get the facts 9
- 10. Procedure for Punishment (standing orders) 1. Forming & issuing a charge sheet 2. Receiving the defendant's explanation 3. Issuing notice of enquiry 4. Holding the enquiry 5. Findings of enquiry officer 6. Decisions of the disciplinary authority 7. Communication of the order of punishment 10
- 11. Types of punishment (standing orders) 1. Oral warnings 2. Written warnings 3. Loss of privileges & fines 4. Punitive Suspension - till enquiry is completed, allowances to be paid (one half), not beyond 90 days 5. Withholding of increments 6. Demotion 7. Termination 11