gosain.charu Started The Discussion:
Hello Friends .......I am working in Asian paints .....i am working on grievance handling project....so can you please help me in providing the grievance handling policy of a manufacturing company......Or is there any statutory compliances related to grievance handling......
Kindly refere the recenet amendment in ID Act, which makes it compulsory to have a proper Grievance Redressal Machinery in ever industry employing four or more employees as per the the details given below:-
INDUSTRIAL DISPUTES ACT
AMENDED AFTER 26 YEARS
MINISTRY OF LABOUR AND EMPLOYMENT
New Delhi , the 15th September, 2010
S.O. 2278(E).- In exercise of the powers conferred by sub-section (2) of Section 1 of the Industrial Disputes (Amendment) Act, 2010 (24 of 2010), the Central Government hereby appoints the 15 th Day of September, 2010, as the date on which the said Act shall come into force.
RAVI MATHUR, Addl. Secy.
THE INDUSTRIAL DIPSUTES (AMENDMENT) ACT, 2010
No.24 OF 2010
[18 th August, 2010]
An Act further to amend the Industrial Disputes Act, 1947.
Be it enacted by Parliament in the Sixtieth Year of the Republic of India as follows:-
1. (1) This Act may be called the Industrial Disputes (Amendment) Act, 2010.
(2) It shall come into force on such date as the Central Government may, by notification in the Official Gazette, appoint.
2. In the Industrial Disputes Act, 1947 (hereinafter referred to as the principal Act), in section 2, -.
(i) in clause (a),-
(a) in sub-clause (i), for the words “major port, the Central Government, and”, the words “major port, any company in which not less than fifty-one per cent of the paid-up share capital is held by the Central Government , or any corporation, not being a corporation referred to in this clause, established by or under any law made by Parliament, or the Central public sector undertaking , subsidiary companies set up by the principal undertaking and autonomous bodies owned or controlled by the Central Government, the Central Government and” shall be substituted:
(b) for sub-clause (ii), the following sub-clause shall be substituted, namely:-
“(ii) in relation to any other industrial dispute , including the State public sector undertaking, subsidiary companies set up by the principal undertaking and autonomous bodies owned or controlled by the State Government, the State Government.”;
Provided that in case of a dispute between a contractor and the contract labour employed through the contractor in any industrial establishment where such dispute first arose, the appropriate Government shall be the Central Government or the State Government, as the case may be, which has control over such industrial establishment.”;
(ii) in clause (5), in sub-clause (iv), for the words “one thousand six hundred rupees”, the words “ten thousand rupees” shall be substituted.
3. Section 2A of the principal Act shall be numbered as sub-section (1) thereof and after sub-section (l) as so numbered, the following sub-sections shall be inserted, namely:-
“(2) Notwithstanding anything contained in section 10, any such workman as is specified in sub-section (1) may, make an application direct to the Labour Court or Tribunal for adjudication of the dispute referred to therein after the expiry of three months from the date he has made the application to the Conciliation Officer of the appropriate Government for conciliation of the dispute, and in receipt of such application the Labour Court or Tribunal shall have powers and jurisdiction to adjudicate upon the dispute, as if it were a dispute referred to it by the appropriate Government in accordance with the provisions of this Act and all the provisions of this Act shall apply in relation to such adjudication as they apply in relation to an industrial dispute referred to it by the appropriate Government.
(3) The application referred to in sub-section (2) shall be made to the Labour Court or Tribunal before the expiry of three years from the date of discharge, dismissal, retrenchment or otherwise termination of service as specified in sub-section (1).”
4. In section 7 of the principal Act, in sub-section (3), after clause (e), the following clauses shall be inserted, namely:-
“(f) he is or has been a Deputy Chief Labour Commissioner (Central) or Joint Commissioner of the State Labour Department , having a degree in law and at least seven years' experience in the labour department after having acquired degree in law including three years of experience as Conciliation Officer:
Provided that no such Deputy Chief Labour Commissioner or Joint Labour Commissioner shall be appointed unless he resigns from the service of the Central Government or State Government, as the case may be, before being appointed as the presiding officer; or
(g) he is an officer of Indian Legal Service in Grade III with three years' experience in the grade.”
5. In section 7A of the principal Act, in sub-section (3), after clause (aa), the following clauses shall be inserted, namely:-
“(b) he is or has been a Deputy Chief Labour Commissioner (Central) or Joint Commissioner of the State Labour Department, having a degree in law and at least seven years' experience in the labour department after having acquired degree in law including three years of experience as Conciliation Officer:
Provided that no such Deputy Chief Labour Commissioner or Joint Labour Commissioner shall be appointed unless he resigns from the service of the Central Government or State Government, as the case may he, before being appointed as the presiding officer; or
(c) he is an officer of Indian Legal Service in Grade III with three years' experience in the grade.”
6. After section 9B of the principal Act, for chapter IIB, the following Chapter shall be substituted, namely:-
GRIEVANCE REDRESSAL MACHINERY
9C. (l) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of equal number of members from the employer and the workmen.
(3) The chairperson of the Grievance Redressal Committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year.
(4) The total number of members of the Grievance Redressal Committee shall not exceed more than six:
Provided that there shall be, as far as practicable, one woman member if the Grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members may be increased proportionately.
(5) Notwithstanding anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workman to raise industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within forty-five days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned.
(8) Nothing contained in this section shall apply to the workmen for whom there is an established Grievance Redressal Mechanism in the establishment concerned.”
7. In section 11 of the principal Act, after sub-section (8), the following sub-sections shall be inserted, namely:-
“(9) Every award made, order issued or settlement arrived at by or before Labour Court or Tribunal or National Tribunal shall be executed in accordance with the procedure laid down for execution of orders and decree of a Civil Court under order 21 of the Code of Civil Procedure , 1908.
(10) The Labour Court or Tribunal or National Tribunal, as the case may be, shall transmit any award, order or settlement to a Civil Court having jurisdiction and such Civil Court shall execute the award, order or settlement as if it were a decree passed by it.”
8. In section 38 of the principal Act, in sub-section (2),-
(i) clause (ab) shall be omitted;
(ii) for clause (c), the following clause shall be substituted, namely:-
“(c) the salaries and allowances and the terms and conditions for appointment of the presiding officers of the Labour Court, Tribunal and the National Tribunal including the allowances admissible to members of Courts, Boards and to assessors and witnesses;”.
Dear Charu, Gud Evening! There is special Grievences Redressal Procedure Act 1996. Kindly refer the same. Thanx & Rgds Bhagwan Tolani Group HR Head RH Group Mumbai
I am from the garment industry where more than 90% of the work force will be women.We had a a grievance handling procedure when I was heading HR and ADMN.The same is detailed below:
As a matter of Labour Policy name of the company, hereby lays down the following procedure for addressing employees’ grievances
1 An employee who has any grievances viz.,
(a) A complaint against their supervisor or co-worker
(b) Problems related to methods or systems in the production floor
(c) Inconveniences caused due to work environment
(d) Disturbances caused by personal problems in the factory premises etc.
2 Apart from the above the management may take other problems which it may consider relevant
3 The aggrieved worker shall inform their problems in writing to any one of the following -
4 The gist of grievances of the employee shall be recorded in Employee’s Grievance Register mentioning the date and reference number if any
5 The registered complaints will be addressed within 48 hours
6 Employee may also drop their letter of grievance in the suggestion/complaint boxes kept in the production floor.
7 If the problem stated in the letter is found crucial the Factory Manager shall call concerned department head explanation and may order for enquiry.
8 The enquiry shall be done and redressal shall be made as per the company’s standing orders in force.
9 The action taken by the management will be recorded
10 The management shall refer the problems registered and action taken to solve it periodically and thus monitor the situation and ensure that the problems are not repeated.
This policy on procedure for redressal is introduced to ensure good working environment in the factory, maintained at all time.
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