Handling grievances in my IT company is becoming very difficult for me. The management of my company says, "You are the HR, and you should be able to handle it individually." They mentioned that the solutions available online are primarily tailored for industries and factories, lacking a comprehensive solution from a company's perspective. Kindly suggest what steps I should take.
From India, undefined
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From India, undefined
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Dear friend,
Grievance handling begins with HR, but then the solution to a grievance need not be given only by HR. HR's job is to ensure that a fair process is followed in settling a grievance, and injustice does not take place against the applicant, the senior person, or the organization.
However, your post is not clear on what challenges you face in creating a grievance handling mechanism. What are those grievances that are exclusive to your industry? Please give further explanation on your query.
Thanks,
Dinesh Divekar
From India, Bangalore
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8211Grievance handling begins with HR, but then the solution to a grievance need not be given only by HR. HR's job is to ensure that a fair process is followed in settling a grievance, and injustice does not take place against the applicant, the senior person, or the organization.
However, your post is not clear on what challenges you face in creating a grievance handling mechanism. What are those grievances that are exclusive to your industry? Please give further explanation on your query.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear friend,
In addition to Mr. Dinesh, I would like to suggest that you can have your own agreed Grievance Handling Procedure based on the "Principles of Natural Justice" and the Constitution of India. We can help you to develop your own Grievance Handling System/Procedure.
Regards
From India, Delhi
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In addition to Mr. Dinesh, I would like to suggest that you can have your own agreed Grievance Handling Procedure based on the "Principles of Natural Justice" and the Constitution of India. We can help you to develop your own Grievance Handling System/Procedure.
Regards
From India, Delhi
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Hi,
You can't expect solutions to be available online for all grievances/issues. The role of HR is like a mediator or arbitrator. HR should listen carefully to both sides of the opposing parties and will try to resolve it and ensure such grievances should not hinder the production process of the organization. Based on the nature of the grievance, either it may be resolved by HR or it might require involvement of the heads of departments of your organization.
From India, Madras
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You can't expect solutions to be available online for all grievances/issues. The role of HR is like a mediator or arbitrator. HR should listen carefully to both sides of the opposing parties and will try to resolve it and ensure such grievances should not hinder the production process of the organization. Based on the nature of the grievance, either it may be resolved by HR or it might require involvement of the heads of departments of your organization.
From India, Madras
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Dear anonymous friend,
It is indisputable that an IT Company is an "Industrial Establishment" as defined under section 2(ka) of the Industrial Disputes Act, 1947. Employee grievances are inevitable in any workplace, and if an effective grievance redressal mechanism is not in place, the situation could be highly chaotic, leading to low employee morale, high employee turnover, and unnecessary industrial disputes. HR, being a staff function, the person in charge of HR would not naturally be in a convenient position to handle all employee grievances independently and effectively alongside their day-to-day activities. That is why the Industrial Disputes Act, 1947 introduced a new section 9-C for the formation of a Grievance Settlement Mechanism in every industrial establishment employing 20 or more workmen, effective from September 15, 2010, for the purpose of resolving industrial disputes arising out of individual grievances.
If you carefully review the amended section 9-C, you will understand that the Grievance Settlement Committee shall have an equal number of members from both the employer's and employees' sides. There is also a provision for compulsory representation of women employees in the committee. I assume your total number of employees is certainly more than 20. It would be best to bring this statutory obligation to the attention of your management and promptly arrange the formation of the Grievance Settlement Committee.
Please let me know if you need further assistance.
From India, Salem
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It is indisputable that an IT Company is an "Industrial Establishment" as defined under section 2(ka) of the Industrial Disputes Act, 1947. Employee grievances are inevitable in any workplace, and if an effective grievance redressal mechanism is not in place, the situation could be highly chaotic, leading to low employee morale, high employee turnover, and unnecessary industrial disputes. HR, being a staff function, the person in charge of HR would not naturally be in a convenient position to handle all employee grievances independently and effectively alongside their day-to-day activities. That is why the Industrial Disputes Act, 1947 introduced a new section 9-C for the formation of a Grievance Settlement Mechanism in every industrial establishment employing 20 or more workmen, effective from September 15, 2010, for the purpose of resolving industrial disputes arising out of individual grievances.
If you carefully review the amended section 9-C, you will understand that the Grievance Settlement Committee shall have an equal number of members from both the employer's and employees' sides. There is also a provision for compulsory representation of women employees in the committee. I assume your total number of employees is certainly more than 20. It would be best to bring this statutory obligation to the attention of your management and promptly arrange the formation of the Grievance Settlement Committee.
Please let me know if you need further assistance.
From India, Salem
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THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf