Prioritize work-life balance.
Make employees part of the big picture.
Be transparent and honest.
Offer more vacation time.
Encourage communication in common areas.
Create a career pathway.
Promote a positive work environment.
Build employees up.
Set the example.
Always say 'thank you.'
Recognize and reward employees frequently.
Offer benefits beyond the basics.

1. Thithuy &Seied Beniamin Hosseini
2. Complaint Grievance Dissatisfaction A complaint that has been formally presented to a Management Representative or to a Union Official A spoken or written dissatisfaction brought to the attention of the supervisor or the Shop Steward ( In – Charge ). Anything that disturbs an employee , whether or not the unrest is expressed in words.
3. A grievance is a formal dispute between an employee & management on the conditions of employment. Grievances are complaints that have been formally registered in accordance with the grievance procedure. A grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of the management. Definitions of Grievances
4. A grievance refers to any form of discontent or dissatisfaction with any aspect of the organization. The dissatisfaction must arise out of employment and not due to personal or family problems. The discontent can arise out of real or imaginary reasons. When employees feel that injustice has been done to them, they have a grievance. The reason for such a feeling may be valid or invalid, legitimate or irrational, justifiable or ridiculous. Features of Grievances
5. The discontent may be voiced or unvoiced, but it must find expression in some form. However, discontent per se is not a grievance. Initially, the employee may complain orally or in writing. If this is not looked into promptly, the employee feels a sense of lack of justice. Now, the discontent grows and takes the shape of a grievance. A grievance is traceable to be perceived as non-fulfillment of one’s expec- tations from the organization. Features of Grievances
6. Disguised Imaginary Factual An employee may have dissatisfaction for the reasons that are unknown to himself. When an employee’s dissatisfaction is not because of any valid reason but because of a wrong perception, wrong attitude, or wrong information he has. A Factual grievance arises when legitimate needs of employees remain unfulfilled. Forms of Grievances

Grievances may occur due to a number of reasons:

1. Economic:

Employees may demand individual wage adjustments. They may feel that they are paid less when compared to others. For example, late bonuses, payments, adjustments to overtime pay, perceived inequalities in treatment, claims for equal pay, and appeals against performance-related pay awards.

2. Work environment:

It may be undesirable or unsatisfactory conditions of work. For example, light, space, heat, or poor physical conditions of workplace, defective tools and equipment, poor quality of material, unfair rules, and lack of recognition.

3. Supervision:

It may be objections to the general methods of supervision related to the attitudes of the supervisor towards the employee such as perceived notions of bias, favoritism, nepotism, caste affiliations and regional feelings.

4. Organizational change:

Any change in the organizational policies can result in grievances. For example, the implementation of revised company policies or new working practices.

5. Employee relations:

Employees are unable to adjust with their colleagues, suffer from feelings of neglect and victimization and become an object of ridicule and humiliation, or other inter- employee disputes.

6. Miscellaneous:

These may be issues relating to certain violations in respect of promotions, safety methods, transfer, disciplinary rules, fines, granting leaves, medical facilities, etc.

Create the system
Acknowledge the grievance
Investigate: ...
Hold the formal meeting: ...
Take your decision and act accordingly
Appeal process: ...
Review the situation: ...
Uproot the main cause of grievance:

Co-opt the leader of the group: What does he want to achieve out of this meeting?
Clarify the goal & boundary conditions: What are we targeting – how much time do we have?
Clarify the process: How are we going to get there?
Facilitate very tightly.
Budget sufficiently for the breaks.

Corporate social responsibility (CSR) is when a business takes into account its overall impact socially, economically, and environmentally, and launches initiatives to ensure its positive impact.
Businesses should strategize CSR practices that align with the organization's overall mission and help support those goals.

Employees’ State Insurance Act, 1948 (ESI Act) is social security legislation aimed at providing benefits to employees in case of sickness, maternity, employment injury, and certain other related matters. Under this self-financing health insurance scheme, funds are primarily built out of contributions from employers and employees.

Sample 1:

If the gross salary of an employee is 8000 per month then,

The employee contribution would be 0.75% x 8000 which is equal to INR 60
The employer contribution would be 3.25% x 8000 which is equal to INR 260
Therefore, the total contribution will be INR(60+260) which is equal to INR 320


Employees’ Provident Fund is a small saving scheme that is offered to Indian workers as well as international workers through the EPFO of India. The scheme allows accumulation of funds as well as accrual of interest on the accumulated funds. The funds thus collected are made of contributions partly from employees and partly from their employers.

Provident Fund Contribution from both employee & employer
Contribution by an employee: Contribution towards EPF is deducted from employee’s salary i.e., 12% of basic salary and PF applicable allowances of the employee
Contribution by an employer: The contribution made by the employer is 13% of the basic salary and PF applicable allowances of the employee. However this 13% is further subdivided into:
3.67% of contribution towards Employees’ Provident Fund
0.5% of contribution towards EPF Administration Charges
0.5% of contribution towards EDLI Administration Charges
8.33% of contribution towards Employees’ Pension Scheme
Provident Fund scheme will be calculated upto INR 15,000 of the basic salary and PF applicable allowances. If the basic is above INR 15,000 PF will be constant. The employee with a monthly salary less than or equal to INR 15,000 will have to contribute mandatory towards EPF

Take time early on onboard your team.
Establish a clear purpose.
Develop trust and cooperation amongst your team.
Develop interpersonal relationship understanding.
Establish group norms and expectations early on.
Develop a safe place to share ideas and information.
Authentic engagement starts with you.

Many leaders emerge out of the needs of the situation. Different situations call for different configurations of knowledge, skills, and abilities. A group often turns to the member who possesses the knowledge, skills, and abilities that the group requires to achieve its goals.
Leadership is an evolved trait helping groups (including organizations and companies) function effectively. Whenever a group of people interacts, a leader-follower relationship almost always emerges: the leader is someone who chooses to choose first, while a follower is someone who chooses to 'wait and see'.

Salary and designation doesn't matter in long run. Designation because manager have higher authority for important decisions for the firm then assistan manager irrespective for salary. Also, being in senior designation, one can DEMAND required salary during job change.