GREVIANCE HANDLING - how to implement this and need to need a simple grievance application procedure too?

Dear all,

Need your help again!

Grievance Handling

Background Information: I have designed a code of conduct for a startup organization, in which grievance handling is one of the sub-points. According to the management discussion, before deciding on the code of conduct, we need to know how we are going to implement it and what the procedure could be.

So, we ultimately decided to go with two options. One of which is creating a separate tab in the software for grievance handling, where employees can mention their concerns anonymously. The other option is to keep a suggestion box in the office where people can put up written notes.

I need guidance from the seniors on how to implement this and also need a simple grievance application procedure.

Suggestions are appreciated in advance.

Dear member,

If you do an internet search, you will find a procedure to handle grievances. Here are two links:

- https://www.indiacode.nic.in/show-da...amp;orderno=17
- https://blog.ipleaders.in/grievance-...dispute-india/

Based on the information in the above links, you can design the procedure to handle grievances. Nowadays, the term "grievance handling" is less common, and "escalation" is used instead. You may choose to do so.

Allowing employees to raise their grievances is important to maintain their motivation. However, while handling the grievances, ensure that they are dealt with fairly. Otherwise, it should not be just a procedural formality. Each grievance should be addressed according to the procedure, and no grievance should be overlooked.

Since your procedure will be software-assisted, you can maintain year-wise data on the number of grievances handled.

Lastly, it is essential to understand the difference between a "suggestion" and a "grievance." While a suggestion is for process improvement, a grievance is described as "a complaint about a (real or imaginary) wrong that causes resentment and is grounds for action." Therefore, they should be treated separately and handled independently. One should not affect the other.

In many companies, there is a Central Idea Processing Cell where all ideas for process improvement are collected. When an idea is submitted, a reference number is assigned through the software for tracking its progress.

Sometimes, employees raise routine queries with the HR Department, which could be related to leave provisions, statutory regulations, or policy clarifications. These are often mistakenly referred to as "grievances." To handle such queries, it is advisable to create a separate category.

Final comments: I would like to offer a "suggestion" regarding your post. There are several grammatical errors present. It might be helpful to compose your content in MS Word or Google Docs to utilize their grammar-checking feature. The way we communicate reflects our personality, so it's important to be meticulous in our written communication.

Thank you,

Dinesh Divekar

While appreciating the comments by our Senior Member, Dinesh, I would like to add that it is always desirable to have "grievance redressal" or Grievance Handling rather than "escalation" because the former will give a legal cover to the process. The Industrial Disputes Act, anyway, requires an employer to form a committee to address grievances of employees. There is no change as per the Industrial Relations Code (proposed) also. Therefore, when we do it in a system format, it is advisable to incorporate the basic things as given in section 9C of the Industrial Disputes Act (which corresponds to section 49(1) of the Industrial Relations Code).

Hi Member,

With regard to the above discussion, the inputs provided by senior members are well presented. An addition to forming a grievance handling mechanism is that the organization can form a Grievance Committee comprising members of the SMC/TMC level across various functions, ensuring unbiased results.

You can sit with your top management to discuss this concept in detail.

Thanks!