20-08-2012, 02:08 PM
GRIEVANCE REDRESSAL SYSTEM IN MILKFOOD LTD
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Introduction
A grievance may arise from injustice or tyranny, and be cause for rebellion or revolution.
The revolt of English barons in the early thirteenth century which led to the Magna Carta of 1215 was partly motivated by grievances against abuses by King John. This right to Petitionthe king, for grievances, was affirmed in the Bill of Rights 1689.
The United States Declaration of Independence is mainly an enumeration of the colonists' grievances against King George III. The right "to petition the Government for a redress of grievances" is recognized in the First Amendment to the United States Constitution.
Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization.
Power to co-opt
The Committee has the right to co-opt in consultative capacity persons employed
in the establishment having the particular or special knowledge of a matter under
discussion. Such co-opted members are not entitled to vote and are to be present at
meetings only for the period during which the particular question is before the
committee.
Consultant Study on Reforms and Restructuring Final Report
of Meghalaya State Power Sector Power Finance Corporation - 15 -
Quorum for the Meetings At least one-third of the number of members from each side can form the quorum for a meeting of the committee. No quorum is necessary for an adjourned meeting.
Meetings
The committee can meet as often as necessary but not less than once a month.
Payment to employee’s representatives. The employee’s representatives, if they attend meetings while on duty, are paid by the Corporation their full wages of the time they spend in the committees as if they are on their usual duty.
Decisions of the committee
The unanimous decisions of the committee are binding on the management, the
employees and the union. Where the recommendations of the Unit Grievance Redressal Committee are not unanimous, the Chairman puts up the case to the Central Grievance Redressal Committee for consideration.
The Central Grievance Redressal Committee
The scope of the committee extends to matters, mentioned below in relation to the
Non - supervisory employees under the administrative control of the General Manager.
In addition to the matters that can be dealt with by the Unit Grievance Redressal
Committees and the non-factory employees works committee, if the question involved is one of principle, or if it affects a large number of employees, the Central Grievance
Redressal Committee has the power to deal with :-
a) Cases which have been referred by the Unit Grievance Redressal Committees and the non-factory employees works committee.
b) Cases in which the unanimous decisions of any of the Unit Grievance Redressal Committees and the non-factory employee’s works committee have been objected to by management or union.
c) Individual grievances or complaints of employees, which the union
wishes to discuss
d) Issues of policy and their interpretation in regard to labour matters
which the union wishes to discuss.
The Informal Grievance Redressal Procedure
Apart from the formal system of grievance redressal, there can be a informal
method of resolving grievances working simultaneously. Infact more than half of the employees interviewed said that the informal method of resolving grievances by way of oral consultants with their superiors is a much better and less complicated method to undertake. Most of them felt that the formal system was too tedious and time consuming.
In the informal method, the aggrieved employee can directly approach his shift
incharge or the section head (in case of a major grievance) engage into a direct
consultation and have his grievance resolved amicably in stage I itself. Therefore, he not only saves himself from a lot of time but also mental tension and pressure, which many employees claim to have acquired during the course of a formal grievance redressal procedure.
Nonetheless, the formal procedure of handling grievances exists and has been
successful in resolving extremely major grievances which the informal system cannot claim to have done. The time factor involved with the formal process makes the informal method more successful and preferable, but it definitely does not deteriorate the effectiveness or importance of the formal system.