This document provides a summary of the research methodology used to study the labor welfare measures at Brindavan Bottelers Private Ltd. The scope of the study is to understand the company's current grievance handling procedures and provide effective suggestions for improvement. A sample size of 100 employees will be surveyed using questionnaires and interviews. Primary data will be collected through these qualitative methods as well as secondary data from company documents, websites, and reference materials. Statistical tools like charts will be used to analyze the data and report the findings.

1. SYNOPSIS
ON
“TO STUDY THE LABOUR WELFARE MEASURES
WITH REFERENCE TO
BRINDAVAN BOTTELERS PRIVATE LTD.”
Submitted in the partial fulfillment of the requirements of
MBA Curriculum GBTU
UNDER THE GUIDANCE OF
Mrs. Sonali Singh
SUBMITTED TO
Dr. M.K .Rastogi
(Head of Department)
SUBMITTED BY:
Swati Singh Chauhan
MBA -4THSemester
BBDNIIT, LUCKNOW
DEPARTMENT OF MANAGEMENT STUDIES
BABU BANARASI DAS NORTHERN INDIA INSTITUTE OF
TECHNOLOGY, LUCKNOW

2. (2011-2013)
INTRODUCTION
Grievance handling procedure:-
The grievance handling procedure is one of the more important means available
for employee to express their dissatisfaction. It is also a mean available for
management to keep a check or relevant diagnostic data on the state of the
organization’s health.
The formal mechanism for dealing with worker’s dissatisfaction is called the
grievance procedure. It is generally a formal system of several steps through
which an affected employee can take his grievance to successively higher levels
of management for redressal.
A well-designed and a proper grievance procedure provide:
1) A channel or avenue by which any aggrieved employee may present his
grievance.
2) A procedure which ensures that there will be a systematic handling of
every grievance.
3) A method by which an aggrieved employee can relieve his feelings of
dissatisfaction with his job, working conditions, or with the management.
4) A means of ensuring that there is some measure of promptness in the
handling of the grievance.

3. What is a grievance?
DEFINATION:
“The term grievance refers to a written statement made according to the
grievance procedure included in the collective agreement. It deals with
any dispute concerning the interpretation, the application, the
administration or the alleged violation of any clause of the collective
agreement.”
According to Keith Davis “ Grievance is any real or imagined feeling of
personal injustice which an employee has concerning his employment
relationship.”
According to Beacn “Grievance is any dissatisfaction or feeling of
injustice in connection with one’s employment situation that is brought to
The notice of the management.”

4. GRIEVANCE PROCEDURE IN INDIAN INDUSTRY
The 15th session of Indian Labor Conference h957 emphasized the need of an
established grievance procedure for the country which would be acceptable to
unions as well as to management. In the 16th session of Indian Labor
Conference, a model for grievance procedure was drawn up. This model helps
in creation of grievance machinery. According to it, workers’ representatives
are to be elected for a department or their union is to nominate them.
Management has to specify the persons in each department who are to be
approached first and the departmental heads who are supposed to be approached
in the second step.
The Model Grievance Procedure specifies the details of all the steps that are to
be followed while redressing grievances. These steps are:
STEP 1: In the first step the grievance is to be submitted to departmental
representative, who is a representative of management. He has to give his
answer within 48 hours.
STEP 2: If the departmental representative fails to provide a solution, the
aggrieved employee can take his grievance to head of the department, who has
to give his decision within 3 days.
STEP 3: If the aggrieved employee is not satisfied with the decision of
departmental head, he can take the grievance to Grievance Committee. The
Grievance Committee makes its recommendations to the manager within 7 days
in the form of a report. The final decision of the management on the report of
Grievance Committee must be communicated to the aggrieved employee within
three days of the receipt of report. An appeal for revision of final decision can
be made by the worker if he is not satisfied with it. The management must
communicate its decision to the worker within 7 days.
STEP 4: If the grievance still remains unsettled, the case may be referred to
voluntary arbitration.

6. The purpose of the grievance procedure
The grievance procedure is at the heart of the collective agreement. It
allows the union steward to draw up a grievance on behalf of the
members. It is recognition by the employer that members have the right
to be heard by management.
The procedure can have two to four steps. At each step, representatives of
the union and the employer meet. Make sure you know the time limits for
each step of the procedure.
When a case is settled through a grievance, it can serve as a precedent, or
a model on which the merits of similar cases will be assessed in the
future. Precedents are usually very important because they establish how
the union and the employer will interpret the collective agreement from
then on.

7. RESEARCH METHODOLOGY
Research Methodology is the systematic way to solve the research
problem. It gives an idea about various steps adopted by the researcher in a
systematic manner with an objective to determine various manners.
SCOPE OF THE STUDY:
The research can be extended the study to Handling Grievance procedure of employee
in Brindavan Bottelers ltd. In order to provide an effective suggestion to improve the same.
This will be helpful in understanding current portions of the respective company. And
provide some strategies to extend this measure with title modification which is based on the
internal policy of the company. This study can be used for understanding the potential of the
workers. So that the survey is made all over the area of company and of this survey is made
with both the male and female worker. This study also helps in manipulation of the basis
expectation of the workers. This study will also help the researcher to gain some valuable
knowledge over the company.
SAMPLE SIZE : 100
SAMPLE UNIT: Employees of Brindavan Bottelers ltd., Lucknow
METHOD OF DATA COLLECTION: Types of data collection involved are primary and
Secondary data.

8. PRIMARY SOURCES OF DATA:
It involves data collected as descriptive and qualitative nature. The following methods are
used to collect the primary data.
Questionnaire method: – This research work makes use of structured questionnaire to
elicit information from various employees. Some information is also collected by
unstructured question.
Interview method: – This research work makes use of personal interviews of various
employees and management staff. The main soul of the information of the company I
have collected is from the HR Manager.
SECONDARY SOURCES OF DATA :
The secondary data is collected with reference of manuals, books, journals and
Brindavan Bottelers ltd website. The information regarding various welfare facilities
provided under different acts. Especially under Factory Act and facilities provided by the
organization was collected from magazines and reference books.
STATISTICAL TOOLS: I will use column, barand pie charts as the tools in this report.
.UNIVERSE: LUCKNOW