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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. |
| • |
Individual grievances and
complaints shall not be discussed at any level other than that specified in this procedure
except that, if the Union so desires, such cases may be put up for discussion at the
Central Works Committee. |
| • |
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. 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disposed of or withdrawn from the Works Committee.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 of the General Secretary of the Union may ask the management for
a joint enquiry. |
| The following
subjects come under the purview of this procedure; |
| i) |
Acting |
x) |
Misconduct |
| ii) |
Amenities and/or facilities |
xi) |
Nature of job |
| iii) |
Continuity of service |
xii) |
Promotion (excluding selection by interview) |
| iv) |
Compensation |
xiii) |
Safety appliances |
| v) |
Discharge/dismissal |
xiv) |
Suspension |
| vi) |
Fines |
xv) |
Transfer |
| vii) |
Increment |
xvi) |
Victimisation |
| viii) |
Leave |
xvii) |
Warning letter |
| ix) |
Medical
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If an employee has a grievance, he should meet his
shift-in-charge or equivalent and talk it over with him. In cases of appeal against
punishments excluding suspension, discharge or dismissal, the employee should meet his
General Foreman or equivalent. If necessary h 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.
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.
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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. |
| • |
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. |
| • |
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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If the employee is still not
satisfied with the reply, he may appeal to the Chairman of the Zonal Works Committee
concerned, on Grievance Form-III, within seven working days of the receipt of the reply at
stage two. |
| • |
Appeals against orders of
discharge or dismissal should be addressed to the Chairman of the Zonal Works Committee
concerned, on Grievance Form-III (Copies of which are available at the Employment Bureau),
or on ordinary paper, and these will be considered at stage three, in the first instance.
This should be done within six weeks of the receipt of the orders, except that in cases
where employees discharged or dismissed are out of Jamshedpur at the time the order is
issued, the time limit should be three months from the date of issue of such orders. |
| • |
The decision reached by the
management after due consideration of the recommendations of the Zonal Works Committee
will be communicated to the employee on Grievance Form-III through proper channels. The
Zonal Works Committee’s unanimous recommendations, to which the Management or the
Union raises no objection within 10 days of the receipt of such recommendations, shall be
final. |
| • |
Where such recommendations are
not unanimous or have not been accepted by the management or the Union, the Zonal Works
Committee will refer the case to the Central Works Committee or the Special Central Works
Committee for consideration.
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| Grouping
of Zonal Works Committees: |
Zonal Works Committee #I:
Blast Furnace & Coke Ovens, Ore Crushing & Sintering Plant, Refractories
Department (Production), Refractories Department (Maintenance, including Works Masonry),
and Industrial Engineering Department.
Zonal Works Committee #II:
Steel Melting Shops (Nos. 1&3), L D Shop, Canteen Services, Materials Reclaiming
Department, Energy & Economy Department, Metallurgical Department, Chemical
Laboratory, Research & Development Department, and Electronics Department.
Zonal Works Committee #III:
Sheet Mill, Plate Mill, Strip Mill, Bar Forging & Tyre Mill, Ring Plant, and Bar &
Rod Mill.
Zonal Works Committee #IV:
Rolling Mill No.1 (including Rail Finishing and New Shipping), Rolling Mill No.2, Merchant
Mills, Medium & Light Structural Mills, Lubrication, Production Scheduling and RT
Shop.
Zonal Works Committee #V:
Electrical Department (Power, Operation, Mills, Services, Inspection and
Tele-Communication) General Maintenance, Stores, Power Engineering Department and Building
Inspection & Maintenance Department.
Zonal Works Committee #VI:
Shops, Loco & Loco Crane Department, Works General Services, Agrico, Foundries &
Pattern Shop, Transportation Department, Material Handling Services, Works Garden,
Production Planning (Shops), Plant Design and Mechanical Maintenance Department, Central
Inspection, and Standardisation Department.
Non-Factory Employees’
Works Committee: All ministerial staff of Works and non-Works departments,
all outside works departments.
DIC’s Circular of 15.06.56 (GSL/2493/64 of 25.02.64)
LP/8322/56 of 17.08.56 (AO/7073/64 of 14.08.64)
AO/7592/58 of 21.10.58 (AO/1626/67 of 20.02.67)
AO/8013/59 of 04.09.59 (AO/14819/71 of 08.12.71)
AOC/1198/61 of 08.09.61 (AO/15480/71 of 23.12.71)
AO/7684/61 of 11.09.61 (AO/10429/76 of 27.10.76)
AOC/1324/61 of 03.10.61 (AO/9954/80 of 04.09.80)
DPL/Con/843/62 of 08.05.62 |
