Broadly, a grievance can be
defined as “any discontent or
dissatisfaction, whether expressed or not, whether valid or not, arising out of
anything connected with the organization which an employee thinks, believes or
even feels to be unfair, unjust or inequitable.”
It can be real or imaginary,
legitimate or ridiculous, rated or unvoiced, written or oral, it must be
however, find expression in some form of the other.
A grievance may be imaginary, or
based on insufficient, or lack of knowledge of the facts; such a grievance can
be just as irritating to the employee concerned as one based upon real and
justifiable causes.
Efficient Grievance
redressal system should be :
• Easily accessible and
well publicized
• Simple to understand
and use
• Speedy, with
established time limits for action and
• Keeping people informed
of progress
• Fair , comprehensive
and impartial in its investigation
• Confidential
• Informative
• Able to include an
analysis of response time
• Able to Inform the
complainant of the proposed action
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