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GRIEVANCE REDRESSAL
PROCEDURE
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The Grievance
Procedure aims at settlement of
grievances of permanent employees, other
than supervisors and fresh employees on
probation, in the shortest possible time
and at the lowest possible level. It is
a three-stage procedure with an
appropriate grievance form for each
stage.
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Individual grievances
and complaints shall not be discussed at
any level other than that specified in
this procedure except that, if the Trade
Union so desires, such cases may be put
up for discussion at the Central Works
Committee.
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Policy matters and
their interpretation shall not be
discussed at any level except with the
top management. The Union, however, can
take up such matters at the Central
Works Committee.
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Representations for
the redressal of grievances from
employees to the various authorities
either directly or through the Union,
when their cases are pending with any
Works Committee, are not conducive to
the working of those committees. Hence,
no representation will be entertained
for discussion at any level of the
management if the case is already
referred to and pending with any Works
Committee, until the same is either
disposed of or withdrawn from the Works
Committee.
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In exceptional cases,
however, involving grievances of a
number of workmen other than routine
grievances or questions of principle or
policy or any other important matter
where immediate action is necessary, the
Union may take up the case with the
appropriate level of management. In
cases of importance the President or the
General Secretary of the Union may ask
the management for a joint enquiry.
The following subjects
come under the purview of this procedure;
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Acting |
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Misconduct |
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Amenities and/or facilities |
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Nature of job |
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Continuity of service |
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Promotion (excluding selection by
interview) |
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Compensation |
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Safety appliances |
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Discharge/dismissal |
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Suspension |
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Fines |
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Transfer |
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Increment |
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Victimization |
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Leave |
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Warning letter |
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Medical |
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Stage One:
If an employee has a grievance, he should
meet his shift-in-charge or equivalent and
talk it over with him. In case of appeal
against punishments excluding suspension,
discharge or dismissal, the employee should
meet his General Foreman or equivalent. If
necessary he should obtain a copy of
Grievance Form-I. This should be filled in
and submitted within one week of the date on
which he knew the facts, on the basis of
which the grievance has arisen, except that
in the case of promotions a time limit of
six weeks from the date of the promotion in
question will be allowed.
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The grievance
form should be handed over to the
shift-in-charge, General Foreman or
equivalent, as the case may be, who
will arrange to issue an
acknowledgement receipt. He will
make the necessary enquiries and
return the form to the employee
concerned with his remarks in the
space provided for this purpose or,
with the remarks of the head of the
department (where the matter is
beyond the jurisdiction of the
General Foreman or the
shift-in-charge or equivalent),
within the next two working days
from the receipt of the form. In
cases requiring reference to higher
authorities this time limit will be
relaxed. If necessary, the employee
can discuss the case further with
the supervisor concerned in the
light of his remarks. If so desired,
the employee can take the help of
the Union representative in
presenting or discussing the case at
this and/or the next stage. |
Stage Two:
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If the employee
is not satisfied with the reply at
stage one, he may obtain from the
General Foreman or the
shift-in-charge or equivalent, as
the case may be, a copy of Grievance
Form-II, enter therein the reasons
for reconsideration of the case, and
submit this form to the head of his
department within three working days
of the receipt of the reply at Stage
One and obtain an acknowledgement
receipt thereof. |
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Appeals against
suspension should be addressed to
the head of the department on
Grievance Form-II or on ordinary
paper, within seven days of the
receipt of orders or after the last
date of suspension, whichever is
later, and these will be considered
at Stage Two, in the first instance.
If the appeal is time-barred, it
must be clearly mentioned in the
reply. |
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The head of the
department will discuss the issue
with the employee and the supervisor
concerned and return this Form with
his remarks within three working
days of receipt of the Form. In
cases requiring reference to higher
authorities or to another department
this time limit will be relaxed. |
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