Discipline & grievance procedure
Unit 4
Grievance
Definition
Any discontent or dissatisfaction whether expressed 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
Forms of grievances
Factual
Imaginary
Disguised
Steps in grievance procedure
Identifying grievances
Define correctly
Collect data
Analyse & solve
Prompt redressal
Implement & follow up
Model of grievance procedure
APPEAL AGAINST
WITHIN A WEEK
MANAGER 3 DAYS
GRIEVANCE 7 DAYS
COMMITTEE
HOD 3 DAYS
SUPERVISO 48 HOURS
R
FOREMAN
WORKER
Discipline
Definition
It is the act of imposing penalties for wrong behaviour;
broadly speaking, it is orderliness, conformance to
established rules & codes of conduct.
Types of discipline
Negative
Positive
Self discipline & control
Misconduct or indiscipline
Definition
It is the violation of established rules & regulations
Causes of indiscipline
Absence of effective leadership
Unfair management practices
Communication barriers
Non-uniform disciplinary action
Divide & rule policy
Inadequate attention to personnel problems
Disciplinary procedure
Issuing a letter of charge
Consideration of explanation
Show cause notice
Holding a full fledged enquiry
Making a final order of punishment
Follow up
Industrial relations
Definition
It refers to the relationships b/w mgmt &
labour or among employees & their
organisations that characterise or grow out
of employment.
Major influences
EMPLOYER EMPLOYEES
INDUSTRIAL
RELATIONS
EMPLOYERS
’ TRADE
ASSOCIATIO UNION
N
Approaches to IR
Psychological approach: differences in
perception
Sociological approach: values, norms,
customs etc affect the relation
HR approach: humans are affected by
variety of sociological & psychological
factors not just earnings.
Giri approach: collective bargaining & joint
negotiations are used to settle disputes
Gandhian approach: peaceful & non-
violent approach
Importance
Industrial peace
Industrial democracy
Improved productivity
Benefits to workers
Promotion, transfer & seperation
Promotion
A promotion is the advancement of an employee's rank
or position in an organizational hierarchysystem.
Promotion may be an employee's reward for good
performance i.e. positive appraisal.
A promotion can involve advancement in terms of
designation, salary and benefits, and in some
organizations the type of job activities may change a
great deal.
Purpose of promotion
To make use of the employee’ knowledge, skill at the
proper level ensuring in organizational efficacy and
employee contentment.
To build up capable internal source all set to start jobs at
higher levels in the altering environment.
To build up the competitive spirit and instill the
enthusiasm to obtain higher knowledge, skills requisite by
higher level of jobs.
To encourage a feeling of contentment and a sense of
belongingness towards the organization.
To encourage the employee’s self development
by plummeting employee turnover.
To chuck out the tribulations produced by the
leaders of worker’s union by promoting them
to officer’s level where they are not efficient in
generating tribulations.
To reward dedicated employees, boost their
confidence, and build reliability.
Types of promotion
Dry Promotion: In this promotion, the worker is
moved to the subsequent higher level in hierarchy with
a greater power, responsibility, and prestige with no
increase in salary.
Vertical Promotion: In this, the employee is moved to
the subsequent higher level accompanied by greater
power, responsibility, position, and salary.
Upgradation: The job is promoted in the
organizational hierarchy. As a result, the employee
obtains additional salary, higher responsibility, and
power
Bases of promotion
Merit based: denotes an individual’s skills,
knowledge, abilities & efficiency as
measured from his educational qualifications,
experience, training & past employment.
Seniority based: denotes the longest length
of service offered to the organisation.
Transfer
It is a change in job assignment. It may
involve promotion, demotion or no change
at all in status & responsibility. A transfer
has to be viewed as a change in assignment
in which an employee moves from one job
to another in the same level of hierarchy,
requiring similar skills, involving
approximately same level of responsibility,
same status & same level of pay.
Purpose of transfer
To meet the organisational requirements
To satisfy the employee needs
To utilize employees better
To make the employee versatile
To adjust the workforce
To provide relief
To reduce conflicts
To punish employees
Types of transfer
Production transfers: caused due to changes
in production
Replacement transfers: caused due to
replacement of an employee working on the
same job for a long time.
Rotation transfer: initiated to increase the
versatility of employees.
Shift transfers: transfer of an employee from
one shift to another.
Remedial transfers: initiated to correct the
wrong placements
Penal transfers: initiated as a punishment
for indisciplinary action of employees
Seperations
Resignation
Retirement :
1. Compulsory retirement
2. Voluntary retirement
3. Death
Lay off
Retrenchment
Outplacement
Suspension
Discharge & dismissal
