Grievance Procedures For Employee Satisfaction

902 WordsAug 20, 20164 Pages
Workplace environments will inevitably have disagreements or disputes, but these should not be the norm. Labor contracts generally have a grievance procedure to provide an “orderly system whereby both employer and union determine whether some action violated the contract” (Dessler, 2015, p.476). This procedure helps administer the day-to-day contract issues which may arise, but is not the avenue to negotiate new conditions or make changes to present ones. Giving employees an appropriate way to air complaints can considerably improve employee relations. Grievances may be a result of such things as “absenteeism, insubordination, plant rules, discipline, and dismissal” but other factors can contribute to frustration or a sense of unfair treatment within unionized and nonunionized employee groups (Dessler, 2015, p. 476). Grievance procedures contribute to employee satisfaction as well as, document a trail of activities and actions that may result in action on the part of the company. Grievances cost businesses time, money and loss of productivity, so it behooves employers and unions to have a clear understanding of the contract and the grievance procedures, in order to resolve disputes in a timely and orderly fashion. Grievance procedures differ from company to company and union to union. Grievance procedures may be as simple as a “two-step process or as complicated as six or more steps” (Dessler, 2015, p. 477). Therefore, it is important for the grievance procedure to

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