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basic elements of a grievance procedure the basic elements of a grievance procedure are1the existence of a sound channel through which a grievance
q show proper grievance procedurea well designed and a proper grievance procedure provides1a channel or avenue by which any aggrieved employee may
need for a grievance procedure grievance procedure is necessary for any organization due to the following reasons1most grievances seriously disturb
q explain grievance proceduregrievance procedure the grievance procedure is one of the more important means available for the employee to express
grievances resulting from management policy 1overtime2transfer3leave4hostility towards and job rates5wage payment and job rates6seniority7promotional
q illustrate the cause of the grievancescalhoon observes grievances exist in the minds of individuals are produced and dissipated by situations are
q show nature of the grievances nature of the grievances a grievance is a problem and submitted by an employee or several employees of different
forms of grievances a grievance may take any one of the following formsfactual a factual grievance arises when legitimate needs of the employees
q show characteristics of the grievancescharacteristics of the grievances some noticeable features of grievances are as follows1a grievance refers to
code of discipline in the industryto maintain discipline in the industry both in public and private sectors there has to be 1 a just recognition by
code of the discipline the code of the discipline defines duties and responsibilities of employees and workers the objectives of the code are1to
suspension means prohibiting an employee form attending work prevention him form discharging the duties assigned to him and with holding the wages
guidelines for creating a climate for discipline the personnel manager supervisor have to handle the problems or indiscipline based on managements
basic ingredients or guidelines of a disciplinary action the principal ingredients of a sound disciplinary system are1responsibility for maintaining
q explain principals of disciplinary actionddisciplinary action may have serious if they are considered unjust or fair and therefore are not
q what is communication of punishmentcommunication of punishment after a decision is taken regarding punishment it should be communicated to the
q what do you mean by expartite enquiryexpartite enquiry when the work man does not turn up for the enquiry without notice or reasonable cause or
q what do you mean by interpreterinterpreter he may be needed when the work man is not familiar with the language of the enquiry officer the enquiry
request for the adjournment if the work man concerned requests for the further time on reasonable grounds then another enquiry data should be fixed
q conduct of the enquiryconduct of the enquiry this step should deal with three points1deciding as to who should be the enquiry officer2deciding as
q suspension with or without paysuspension with or without pay pending enquiry if needed where the nature of misconduct is grave and serious and if
notice of enquiry the enquiry should be normally held within a reasonable time of receiving the explanation proper and sufficient advance notice
q show consideration of the explanationconsideration of the explanation the work man receiving the charge sheet may1submit his explanation admitting
q explain the procedure for taking disciplinary actionprocedure for taking disciplinary action disciplinary procedure1preliminary investigation the
q principal of impersonality or consistencythe principal of impersonality or consistency the disciplinary authority should not have a sense of