Grievance and disciplinary

It is necessary to have an appeal process in place. This process provides an avenue for employee’s who feel grieved or unfairly reviewed. The appeal process allows an employee the opportunity to disagree with a rating regarding performance or a decision given by a supervisor. An appeal allows another party other than the immediate supervisor to examine all pertinent documents. The appeal process provides employees with their due process regarding the policies and procedures. Employees are able to questions management judgement and administrative actions. “When a conflict has been adjudicated through a formal process (appeal to an internal review committee, grievance filed, Equal Employment Opportunity complaint, whistle-blower report filed, lawsuit initiated, etc.), the outcome may be resolved quickly and fairly easily, or, depending on the seriousness, it may take weeks or months of complex processes to resolve (Hale, K., & Keen, J., 2013).”

The National Labor Relations Board focuses on employees of the private sector and the postal service. Other than these two jurisdictions the board has no authority over airline, agricultural, governmental, or railroad employees. To be able to process charges, parties must first file against the employer or the union with a regional office who will then examine the complaint. If the complaint proves valid it is then taken before an Administrative Law Judge who will carry out a hearing. Both parties must prepare their arguments and present their

The procedure to follow if an employee wishes to raise a concern is as follows:

At the conference, a meeting with both parties and a concilliator are to discuss and resolve the complaint. After both parties have finally resolved the complaint, the complaint is then closed.

According to the Langston Catalogue, the four faculty members which are considered the committee for Academic Appeals consist of the following: 1 staff member and 3 students. The steps of the Academic Appeal/Grievance Process are as follows, the student should first converse with the instructor with whom they have the grievance. If the issue is not resolved as a result of the meeting they have the option to meet with the Department Chairperson and the school Dean. If a solution has not been reached between the parties mentioned above, the student can appeal if he/she so desires. The process and forms of the appeal are available in the Office of Academic affairs. I personally believe, the Academic Appeal/Grievance Process, enables the student and teacher to come together to resolve issues. Prior to a student appeal, they may consider allowing time to make certain the issues have been addressed and the classroom environment is productive for the teacher as well as the student.

Grievance measures are a means of disputing a resolution used by a company to address complaints by employees, suppliers, customers, and/or competitors (Federal Mediation, n.d). Choosing to file a grievance through a labor union against an employer is a severe matter. This paper will analyze the case study of an employee who feels that he is being treating unfairly. It will then provide possibly resolutions and the important steps required to resolve the issue. Then lastly, it will provide a brief summary.

The issues which has led to me loging this grievance concerns how departmental procedures are conducted.

The following meeting essentially turned into a gripe festival in which the employee complained about the management, fellow employees, the workload, and the lack of recognition for a job well done. Fortunately, this issue went no further. Unfortunately for this organization, most filed complaints are more closely related to people being upset about being rightly disciplined than the company truly committing acts contrary to the negotiated contract.

I think it is important that you mentioned that the union grievance is a process that has a particular followed order. I like this about the grievance process since order can save an organization time and money in the long run. I believe all organizations should follow this process of having a union steward. I view this as being different from an ombudsmen due to them being internal employee representing another internal employee from another internal employee. For example, an employee that has an issue with their boss another internal person handles the situation vs a union steward and the organization working together to solve the problem. I also believe that the purpose behind the process (having fairness and equality) is more apparent than

Step 4: If a grievance is appealed to arbitration, the Company and the Union shall attempt to select an arbitrator. If this attempt fails, the Company and/or Union shall ask the Federal Mediation and Conciliation Service to submit a list of seven (7) arbitrators. Each party shall eliminate three (3) names from the list by alternately striking one name at a time, and the person whose name remains shall serve as the arbitrator. The arbitrator shall render a decision in writing that shall be final and binding upon the parties. The arbitrator to whom any grievance is submitted shall have the authority to interpret and apply the provisions of this agreement, and the arbitrator’s decision must be in accordance with and based upon the terms of this agreement or any written amendment thereto. The arbitrator shall have no jurisdiction or authority to add to, subtract from, or modify any of the terms of this agreement. The Company and local

The majority of these employees are also covered by union contracts. This introduces another entity into the equation that must also be educated in the laws governing FMLA and ADA in order to better represent the members. Since the Unions will be a party to any grievances and/or lawsuits brought against the employer, each one must ensure that Union leaders understand the laws and the regulations in order to counsel the employee on the advisability of filing a grievance or lawsuit. Once a grievance or lawsuit is filed on behalf of the employee, new groups are involved in the situation. The first is the Labor Relations department which will first determine whether or not the employee has a valid grievance. If the members of this department believe that the employee does not have a valid grievance, the Union will normally file a Demand for Arbitration. Now three more groups will be involved; first, the arbitrator; second, the city solicitor who will be representing the City, and third, the law firm representing the union/employee. Each of these should be well versed in the laws covering

Following this, the Dean or Director will decide upon a Designee to hear the grievance. They will meet with the employee and provide a written response within 10 days. Step two will take place if there was no decision in step one. Like the first step, the employee must file another written grievance through the DRO, directed to the appropriate Vice President. The Vice President will then follow the same steps by listening to the grievance and provide a written response within twenty days, and the decision is final. Analysis of Current Process

Any employee, who feels that he/she has been unfairly discriminated against, or that an employer has contravened the laws, can lodge a grievance with their employer. The matter can be referred to the CCMA within six months of the unfair discrimination taking place when the matter cannot be satisfactorily resolved at the workplace. If the CCMA is not able to resolve the dispute through conciliation, the matter can either be referred for arbitration (if both parties agree) or to the Labour Court for

In addition, in order to prepare for the meeting, I would prepare the termination packet for the employee that would essentially include the termination letter stating

“Grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connect with the company thinks, believes or even feels to be unfair, unjust o inequitable.”