Grievance Policy, Procedures And Forms: Fill & Download for Free

Human Resource Management:There are only two important parties namely employee and employer.1· Formulation of objectives, policies, procedure and programs of human resources and implement them.2· Individual employee contacts with the immediate superior. Grievance and disciplinary procedures are resorted to, to solve the employee-employer conflicts.3· Reformulates the objectives, policies etc ,based on industrial conflicts which are the outcome of unsound industrial relations.Human Resource Management (HRM) is the overall management of all resources including workers, staff, executives, Top management and even suppliers and customers.Industrial Relations:Industrial Relations (IR) in practice are the relations between actual work force and management of the organization.1· The implementation of HRM policies results in IR.2· There are four important parties namely employees, employer, trade unions and government3· The sound IR contributes to the organizational goals. The unsound IR result in industrial conflicts demanding for change and reformulation of HRM objectives and goals4· Employees contact even the top management as a group.5· Collective bargaining and forms of industrial conflicts are resorted to solve the problems6· Industrial relations are governed by the system of rules and regulations concerning work, workplace and working community.7· The main purpose is to maintain harmonious relations between employees and employer by solving their problems through grievance procedure and collective bargaining.8· Trade Unions is another important institution in the Industrial relations. Trade unions influence and shape the industrial relations through collective bargaining.9· Industrial relations are the relations mainly between employees and employers.10· These relations emphasis on accommodating other parties interest, values and needs. Parties develop skills of adjusting to and cooperating with each other.

First, take the time to learn about the laws regarding harassment. We all have heard about sexual harassment. But there is also harassment due to one’s religion, race, age, gender, or skin color, for example. These forms “can also be considered harassment if they interfere with an employee's success or conjure a hostile work environment.” Any grievance, complaint, legal action must be based on the above categories. Anything other than those is pretty much considered bullying and Bad Behavior, but so far, not illegal.Whether sexual in nature/intent or not, here are some tips for surviving harassment.Document everything: date, time, place, who said or did what, witnesses, and effect on you. Consider keeping notes on a home computer. Written notes are also fine. Print any emails that are pertinent. Emails from the harasser to you, emails from you to co-workers describing any incidents, etc.Tell people! Do not keep what is happening to yourself. Family members & non-work friends are best. Document these conversations/emails as well.Cosider counseling SPECIFICALLY to discuss the harassment & its emotional/physical toll on you.Understand that HR is absolutely not your friend. HR is there for the employer. But do read all work policies/procedures to understand what should happen. Just don't be surprised when HR does not follow its own rules to protect you. Again, document everything.Understand that your co-workers may abandon you if you escalate the situation.PLEASE: when the harasser makes an inappropriate comment, say something! I know you may be scared or uncomfortable, but take a deep breath and make it known that you want the offending behavior to cease. If you can handle it, set up a meeting with your supervisor and the Harasser to discuss the situation.Get mad! Anger in these situations is better than fear. Raise your voice! Tell the Jerk to knock it off — especially do so if there are people nearby that could overhear YOUR words even if they can’t hear the Harasser’s words. Anger may motivate you to take action. Fear only keeps you stuck in a dark place.

All the insurers in India, private as well as public sector companies, offer identical basic product including comma, fullstop and syntex errors. The add ons are more or less copies of each other. The documentation and procedure are almost identical.The difference lies in the approach to claims. Some of the wrong practices prevalent in the market areNegotiating IDV (Insured’s Declared Value) in case of Total loss (TL) or Constructive Total Loss (CTL);Giving a target to claims handlers for repudiation of claims;Negotiating different repair charges depending upon the channel of procurement of business;Allowing replacement of plastic parts and headlamps which can be easily repaired and which will cost the insured a fraction if repaired;Allowing glass replacement where a repair will be more appropriate.It is difficult to evaluate the claims services of a company. But some of the indicators areA. Kind of claim forms sought from you. Is i brief or lengthy;B. Kind of call center facilities offered and its quality;C. Response time and style of the loss assessors;D. Display of grievance policy on the web site. Professional companies share them upfront and easy to locate on their website. There are some where digging out the policy is an effort in itself;E. Market information - Ask the channel of one company about the claims services of another.Whatever you do, please do not search the cheapest option. That sounds great on advertisements of Web Aggregators like policybazar.com and such others but cheapest are rarely good. To provide quality services an insurance company needs to charge appropriate premium. Cheap policies come with cheap claims philosophies.