Dear friends,
I am studying MBA (HR) and I have one query regarding grievance redressal. Specifically, I am looking into the following aspects:
A) Employer reasons for withholding the salary
B) Employees reasons for holding the salary
C) Acts supporting wage payment
D) Problems that may arise from withholding our salary, including employee complaints such as:
1. Legal issues - police complaints
2. Media related issues - newspaper, TV, etc.
3. Labor-related concerns
E) Preventive measures
Please help me in finding solutions to these basic problems. Kindly send me any relevant materials in PPT, PDF, Word, etc. My email is vinothrajae@gmail.com and my phone number is 9789221357.
Thank you.
From India, Madras
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I am studying MBA (HR) and I have one query regarding grievance redressal. Specifically, I am looking into the following aspects:
A) Employer reasons for withholding the salary
B) Employees reasons for holding the salary
C) Acts supporting wage payment
D) Problems that may arise from withholding our salary, including employee complaints such as:
1. Legal issues - police complaints
2. Media related issues - newspaper, TV, etc.
3. Labor-related concerns
E) Preventive measures
Please help me in finding solutions to these basic problems. Kindly send me any relevant materials in PPT, PDF, Word, etc. My email is vinothrajae@gmail.com and my phone number is 9789221357.
Thank you.
From India, Madras
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Dear Friend,
As per the ID Act Amendment, Section 9C was introduced. By that, setting up of Grievance Redressal Machinery became a statutory need.
Section 9C is extracted:
9C. (1) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committees for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of an 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 a 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 is 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 an industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved by the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of the Grievance Redressal Committee, and the employer shall, within one month from the date of receipt of such appeal, dispose of the same and send a copy of his decision to the workman concerned.
HR professionals may provide their feedback in this thread on their experience in setting up this Grievance Redressal Machinery in their respective organizations.
With Regards,
VS Rajan Associates, Advocates & Notaries - Legal Consultants-HR
No.27, Ist Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail: rajanassociates@eth.net,
Off: 044-42620864, 044-65874684,
Mobile: 9025792684.
More at Legal Compliances required for the Staffing Industry.
From India, Madras
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21As per the ID Act Amendment, Section 9C was introduced. By that, setting up of Grievance Redressal Machinery became a statutory need.
Section 9C is extracted:
9C. (1) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committees for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of an 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 a 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 is 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 an industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved by the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of the Grievance Redressal Committee, and the employer shall, within one month from the date of receipt of such appeal, dispose of the same and send a copy of his decision to the workman concerned.
HR professionals may provide their feedback in this thread on their experience in setting up this Grievance Redressal Machinery in their respective organizations.
With Regards,
VS Rajan Associates, Advocates & Notaries - Legal Consultants-HR
No.27, Ist Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail: rajanassociates@eth.net,
Off: 044-42620864, 044-65874684,
Mobile: 9025792684.
More at Legal Compliances required for the Staffing Industry.
From India, Madras
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Hi Mr. Hareesh,
I am really sorry to say, because I am also a fresher, I don't know the details about the effectiveness of the grievance redressal system in a software company. I will search for an answer to your query and reply soon.
From India, Madras
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I am really sorry to say, because I am also a fresher, I don't know the details about the effectiveness of the grievance redressal system in a software company. I will search for an answer to your query and reply soon.
From India, Madras
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Dear Mr. Rajan,
I read your post; it's a general act in every company. If you have any examples for this question, now I have a plan to join labor law at Annamalai University. How best would it help me in my future and where should I study? Please share your suggestions.
Best regards.
From India, Madras
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I read your post; it's a general act in every company. If you have any examples for this question, now I have a plan to join labor law at Annamalai University. How best would it help me in my future and where should I study? Please share your suggestions.
Best regards.
From India, Madras
Acknowledge(0)Amend(0)
Dear Mr. Rajan,
I read your post, it's a general act in every company. If you have any examples for this question, now I have a plan to join labor law in Annamalai University. How best would it help me in my future and where should I study? Tell me your suggestions. Thank you for your valuable information; now I feel I am in the right place. I have doubts:
1. How are the members selected in a company?
2. Why is it necessary to appoint one woman?
M. Kothanur, Malayanur(PO),
Mangalur(VIA), Tittakudi(TK),
Cuddalore(DT) - 606108
Email - vinothrajae@gmail.com
Phone - 9789221357
From India, Madras
Acknowledge(0)Amend(0)
I read your post, it's a general act in every company. If you have any examples for this question, now I have a plan to join labor law in Annamalai University. How best would it help me in my future and where should I study? Tell me your suggestions. Thank you for your valuable information; now I feel I am in the right place. I have doubts:
1. How are the members selected in a company?
2. Why is it necessary to appoint one woman?
M. Kothanur, Malayanur(PO),
Mangalur(VIA), Tittakudi(TK),
Cuddalore(DT) - 606108
Email - vinothrajae@gmail.com
Phone - 9789221357
From India, Madras
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