FREE online courses on Employee Grievances and Discipline - Grievance
Management in Indian Industry
At present, there are three legislations dealing with
grievances of employees working in industries. The Industrial Employment
(Standing Orders) Act, 1946, requires that every establishment employing 100 or
more workers should frame standing orders. These should contain, among other
things, a provision for redressal of grievances of workers against unfair
treatment and wrongful actions by the employer or his agents. The Factories Act,
1948, provides for the appointment of a Welfare officer in every factory
ordinarily employing 500 or more workers. These Welfare officers also look after
complaints and grievances of workers. They will look after proper implementation
of the existing labor legislation. Besides, individual disputes relating to
discharge, dismissal or retrenchment can be taken up for relief under the
Industrial Disputes Act, 1947, amended in 1965.
However, the existing labor legislation is not being
implemented properly by employers. There is lack of fairness on their part.
Welfare officers have also not been keen on protecting the interests of workers
in the organized sector. In certain cases, they are playing a dual role. It is
unfortunate that the public sector, which should set up an example for the
private sector, has not been implementing labor laws properly.
The following guidelines may help a supervisor while dealing
with grievances. He need not follow all these steps in every case. It is
sufficient to keep these views in mind while handling grievances.
- Treat
each case as important and get the grievance in writing.
- Talk to
the employee directly. Encourage him to speak the truth. Give him a patient
hearing.
- Discuss
in a private place. Ensure confidentiality, if necessary.
- Handle
each case within a time frame.
- Examine
company provisions in each case. Identify violations, if any. Do not hold back
the remedy if the company is wrong. Inform your superior about all grievances.
- Get all
relevant facts about the grievance. Examine the personal record of the
aggrieved worker. See whether any witnesses are available. Visit the work area.
The idea is to find where things have gone wrong and who is at fault.
- Gather
information from the union representative, what he has to say, what he wants,
etc. Give short replies, uncovering the truth as well as provisions. Treat him
properly.
- Control
your emotions, your remarks and behavior.
-
Maintain proper records and follow up the action taken in each case.
