A Case Study On Grievance Handling

dear friends/seniors,
this is Gerard, currently working as a Junior-HR for a food processing industry.

number of Employees:75
number of non-roll employees: 65

and the strength of contract labour: at present (non season) 130
during season it may go upto 900

last week one of our employee working as a labour supervisor who entered in to quarrel and subsequently beaten up a van driver, whom we hired for the labour transportation.

though he(van driver) is a contract labour, he was beaten up while returning to factory after dropping the labours but this happen 1 km away from our premises.

the van driver is working for our organization more than one year and having the support from our employes(drivers who comes under roll and non-roll as well other employees too) at the same time the employee(labour supervisor) plays a major roll in providing contract labour to the factory and also he is from local.

in this case i need your advice and inputs.

please help me out.

waiting for your inputs...

with regards,
Gerard .A
Junior-HR
+91-979041309

In this case, i think an amount should be paid to the van driver for his treatment. And the person who is involved in beating the van driver should be warned INFORMALLY. As the matter can take some other issues if it is looked after Officially!!!!!