Grievance Handling

In any industry, it is quite natural that employees during the course of their working inay develop grievances either relating to working conditions such as working tools, lunch break, nature of work, hygiene, etc. orland relating to conditions of work such as number of leaves, rate of increment, pay scales, fringe benefits, etc. Therefore, it is expected of employer to provide for appropriate grievance redressal system.Normally, in a model grievance redressal system opportunities are provided to aggrieved employee to take up his grievance for redressal at three levels, i.e. at the level of his supervisor, departmental head and unit head. The employee has to first take up the grievance with his immediate supervisor under whose direction he works. The supervisor should get back to the employee with his decision within 24 hours. If the employee is not satisfied with the decision of supervisor, he at liberty to take up his grievance with his departmental head who should conveyhis decision within 7 days. If the employee is still unsatisfied then he can take up the matter with the head of the unit where he is working vrho will give his decision within 15 days. The employee may take up his grievance with his supervisor verbally or in writing. However, in case he is not happy with his decision of the supervisor then he may take up the grievance with his departmental headlunit head in writing. An effective grievance redressal system is boon to boost up the morale and motivation of the employees. It is more so in construction industry where majority of the employees are migratory labour working at long distance from their home town as a result of which their sole concentration is on work related issues even if they are not on duty.