Employee Grievances: Prepared By:Jarmonilla, John B. Lubang, John Patrickl

EMPLOYEE GRIEVANCES
PREPARED BY:JARMONILLA, JOHN B.

LUBANG, JOHN PATRICK L.
OBJECTIVES
• To identify the
causes of • To enumerate
grievances. the grievance • To discuss the
procedures in responsibility of
unionized firms. the union
steward and
foreman in
handling
grievances.
DEFINITION OF TERMS
Grievance
- A grievance is any type of problem, concern or complaint
related to an employee’s work or the work environment. A
personal grievance can be about any act, behaviour, omission,
situation or decision impacting on an employee that the
employee thinks is unfair or unjustified.
DEFINITION OF TERMS
Steward
- is an elected spokesperson for a group of employees
in a particular shop or work area.
- Union representatives
DEFINITION OF TERMS
Foreman
-also known as the supervisor is first and foremost an
overseer whose main responsibility is to ensure that a
group of subordinates get out the assigned amount
of production, when they are supposed to do it and
within acceptable levels of quality, costs and safety.
CHARACTERISTICS OF GRIEVANCES
Factual - When employee feels that some of the

benefits promised to him at the time of appointment
have not been given by the employer it becomes
factual grievance.
Imaginary - The employee fell aggrieved when

organisation does not respond to his requests, this is
the case of an imaginary grievance.
Disguised - The basic requirements of the employees

may be attended to but psychological needs such
as need for recognition, affection, and proper
achievement may not be taken care of. These cause
disguised grievances.
CAUSES OF GRIEVANCES
Safety in the workplace

Wages and Salary levels

• Staff development or training
• Leave allocation
• Supervision
• Rosters or hours of work
• Performance appraisal
• Transfer or promotion
GRIEVANCE HANDLING PROCEDURES
1. Define and describe
2. Collects the facts – how, when, where, why
3. Establish tentative solutions
4. Check on the validity of tentative solutions
5. Apply the solution
6. Follow up the case
ROLES AND RESPONSIBILITIES OF
STEWARD IN HANDLING GRIEVANCES
1. Leader
- The steward must take the leadership role
in their department. They must set an
example for other workers to follow. The
steward must make decisions which
uphold the terms of the collective
bargaining agreement and the union
constitution and bylaws.
2. Organizer
- Organizing the unorganized is the
charge of all unionists, whether they
are an international officer, local
union officer or a steward. A major
task of the steward is to organize
members in their department.
3. Negotiator/Enforcer
- The Primary negotiating task of the
steward is the handling of grievances.
4. Educator
- The steward has the responsibility of
educating the members in their
department, both new and old, about
the collective bargaining agreement,
union policy and why changes occurred
5. Communicator
- The role of communicator runs
throughout every other role of the
steward. As a democratic institution,
a breakdown in communication can
seriously damage a union.
6. Political Activist
- The steward has the responsibility to make the members aware
of political affairs that affect their livelihood and social well-
being, including keeping them informed as to legislation that
affects the collective bargaining process and climate. Some
members may not understand the importance of politics on
their everyday lives. Part of your role as a political activist is to
convey this importance. The steward should also become
involved in politics by helping on campaigns of labor-endorsed
candidates.
RESPONSIBILITIES OF
FOREMAN/SUPERVISOR IN HANDLING
GRIEVANCES
1. Management of Employee
Concerns, Problems and
complaints
- Shall ensure that the employee
complaints is resolved in a timely
manner
RESPONSIBILITIES OF
GRIEVANCES
2. Solving Grievances
- To resolve grievances informally,
the supervisor shall meet with the
employee to discuss his concerns.
RESPONSIBILITIES OF
GRIEVANCES
3. Investigation
- The supervisor should investigate
the concerns before making a final
decision
RESPONSIBILITIES OF
GRIEVANCES
4. Decision
- Upon reaching a decision, the supervisor shall meet with the
employee to discuss the results. If the employee is not satisfied
with the supervisor's resolutions, the employee may request a
meeting with the next level supervisor to discuss his/her
concerns. The employee may appeal the supervisor's decision
up through the supervisory chain. If the employee does not feel
the concerns will be resolved through the supervisory chain, the
employee may file a formal complaint with the Office of Human
Resources.

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EMPLOYEE GRIEVANCES

PREPARED BY:JARMONILLA, JOHN B.

Factual - When employee feels that some of the

Imaginary - The employee fell aggrieved when

Disguised - The basic requirements of the employees

Safety in the workplace

Wages and Salary levels

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