GRIEVANCE HANDLING There is hardly a company or an industrial concern which functions absolutely smoothly at all times.

In some, the employees have complaints against their employee: while in others it is the employees who have a grievance against their employees. These grievance may be real or imaginary, valid or invalid, genuine or false. Broadly speaking a complaint affecting one or more workers constitutes a grievance. The complaint may be related to the quantum of wages, the mode of payment, payment for overtime work , leave. Interpretation, of service agreements, working conditions, promotions, seniority, transfers, work

assignments, dismissal or discharge, or a complaint against a foreman, against the quality of the plant or the parts used in it, machinery: or the food available in the canteen. where the points disputes are of a general applicability or are of a considerable magnitude, they fall outside the scope of this procedure, i.e : the grievance handling procedure. Definitions: Beach as defined a grievance as any dissatisfaction or feeling of injustice in connection which ones employment situation that is brought to the notice of the management. Flippo says it is a type of discontent which must always be expressed. A Grievance is usually more formal in character than a complaint. It can be valid or ridiculous, and must grow out of something connected company operation or policy. It must involve as interpretation or application of the provision of the labour contract.

In the opinion of the national commission on labour, complaints affecting one or more individual workers in respect of wage payments , overtime, leave, transfer, promotion, seniority, work assignments and discharges constitute Grievance.

Meaning :
According to Michael J. Jucius, the term Grievances means any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of anything connected with the company thinks, believes or even feels is unfair, unjust or inequitable.

Causes or Sources Of Grievances:

From a practical point of view, it is probably easier to list those items that dont precipitate Grievance than to list the ones that do just above any factor involving wages, hours or conditions of employment has and can be used as the basis of Grievance. An employee is dissatisfied and labours a Grievance when he feels that there has been an infringement of his rights that his interests have been

jeopardized. This sense of Grievance generally arises out of misinterpretation or misapplication of company policies and practices.

Calhoon Observes:

Grievances exist in the minds of individuals, are produced and dissipated by situations, are forted or healed by group pressures, are adjusted or made worse by supervisors, and are nourished or dissolved by the climate in the organization which is affected by all the above factors and by the management.

Characteristics of Grievance:
A Grievance may have the following characteristics 1. Factor : The employer employee relationship depends upon the job contact in any organizations. This contract indicates the norms defining the limits within which the employee expects the organizations to fulfill his aspirations, needs or expectations. When these legitimate needs of exceptions or aspirations are not fulfilled, the employee will be dissatisfied with the job. Such dissatisfactions are called factual Grievance procedure. 2. Imaginary: When the job contract is not clear-cut does not indicate the norms defining the limits within which the employee expects the organization to fulfill his needs or aspirations, employee develops such needs which the organizations is to oblige to meet. Here Grievances are not based on facts. Even then, the employee feels aggrieved. Normally, the organization does not feel any kind of responsibility for such Grievance and their redressal , because they are based not only on wrong perceptions of the employee but also on wrong information. However such Grievance can have far-reaching consequence and organization because the employees are likely to develop

an altogether negative attitude towards the organizations, which decrease their effectiveness and in work. 3. Diguised: In general organization consider the basic requirements of the employees . psychological needs of the employees such as the need for recognition, affections, power, achievement etc, are normally unattended and ignored.