University Of Texas Dispute Resolution Process And Grievance Procedure

* Given a business situation, evaluate the various options for resolving a business dispute from a legal perspective and develop an optimal course of action to resolve the dispute.

The supervisor / manager should seek agreement to the resolution if possible. If the grievance involves the supervisor / manager the employee must bring to the attention of the next level of management.

I feel the labor relations system as currently constituted is effective for resolving disputes as long as both parties are committed to negotiating in good faith. Although, I feel the current system is effective a further explanation of the systems strengths and weaknesses will better explain the effectiveness of resolving disputes. It is in both the companies and the labor interest to negotiate with as little third party interaction to come up with an agreement. In times when there are disputes their different course of action that start from a least costly without giving up power in the decision to the possibility of becoming more costly to either party and give up the power in the decision. As discussed in the text when an organization and labor cannot come up with an agreement a third party may be asked to come in to negotiations to resolve a dispute which includes mediation, fact-finding, and interest arbitration.

More companies are turning to alternate dispute resolution (ADR) as an alterative to the judicial system for settling employee disputes. There are some clear advantages and disadvantages to ADR for both employers and employees. The best-designed ADR programs are those that are fair and impartial. A good ADR program should seek to find the best possible outcome for both parties while saving time and money and preserving relationships. The least effective ADR programs tend to be unfair and perpetuate the imbalance and bargaining power discrepancy frequently found in employer-employee relationships.

Apparently Jim and Steve agreed that the School Department hearing concerning the termination recommendation was essentially the determination. Jim asked for a steno and the District agreed to provide a steno, but when they arrived there was no steno there and so they decided to go forward with the hearing anyway over the Union’s objection. Jim appealed this decision to arbitration based on the contract language that authorizes the Union to pursue either arbitration or a RIDE hearing. However, there is now some suggestion that the District will be arguing that the Union failed to utilize the grievance procedure because it did not appeal the decision on the recommendation directly to the full Board, although it is difficult to reconcile that with the District’s handling of the termination “recommendation”

On June 5, 2016 I was forced to work an overtime event when Joyce and Vicki Hoak with less seniority purposely took a vacation day the Friday before the event. Once again on Nov. 15 ,2016 I was mandated to work overtime 7:00 am. to 3:30 pm even though Cliff Worthy, Vicki Hoak have less seniority and with Joyce being excluded from all Saturday overtime due to her schedule work day. However, when Danny Kelly and Harry Feals worked Joyce’s routine they were mandated to work Saturday overtime. In both incidents I filed an oral grievance with Scott union steward and talked to Joe director of Maintenance.

Darlene submitted an appeal and grievance complaint to UnitedHealthcare and calls to check status. She is requesting a reimbursement for bills that were paid over the $4,900 limit of out-of-pocket expenses. Stephanie N., a D-SNP agent, needs to research Darlene’s complaint and provide her status. This lesson will guide you through the process.

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

John Doe was promised a raise that exceeded the amount allowed by the union contract. In an attempt to remedy the situation, John Doe, his union rep, the HR manager, and his departmental manager met to discuss the situation. The employee was informed that the maximum raise allowed was 6%, so that was all the company could legally give him. Mr. Doe has filed a grievance alleging breach of promise. Since the company and the employee are both limited by the 6% maximum raise, the employee should have no standing in his grievance. This item will be discussed at the next department head meeting, so please be prepared to discuss any alternate means to resolve this

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.

Hi, Chantinell! You will be a great benefit for DCDRC (Dallas County Dispute Resolution Center). From reading your discussion, I can tell that you enjoy your career that you have chosen. I’m glad that you did not see anything about the organization that would make you hesitate to apply. Enjoy your break!

Ury, Brett, and Goldberg pioneered Dispute Systems Design (DSD) in the 1980s, as a method for resolving intractable or frequent conflicts in troubled organizations, businesses, or entire industries. Their pioneering work was done at the Caney Creek Coal Mine, a mine that had been plagued by strikes in the 1970s.[4] At the center of their method were three heuristics for analyzing conflicts and designing new systems, which could deal with these conflicts quickly and efficiently, before they escalated into the frequent strikes, and lockouts that had been occurring at this mine almost routinely.

3. How valid is the company’s argument that the labor agreement with maintenance employees is “beyond the scope of this grievance”?

Document1THE GRIEVANCE AND ARBITRATION PROCEDURE OF THE UNITED STATES POSTAL SERVICE 1.docxTHE GRIEVANCE AND ARBITRATION PROCEDURE Abstract This informative research paper will delve into the procedures used by the U.S. Postal Service concerning the grievance and arbitration procedure. It will outline the duties of a manager concerning the employees, and the everyday expectations. Also the

     Alternative Dispute Resolution or ADR refers to a number of various processes that can be used to resolve legal disputes other than by litigation. Recently, methods of dispute resolution which focus on arbitration, mediation and negotiation as an alternative to adjudication have gained notoriety. This notoriety may have been caused by the public perception that ADR methods are less expensive, more efficient, and more satisfactory than the normal traditional course of litigation. The goals of establishing these processes to resolve disputes as an alternative to more formal legal processes include: 1) to make the regular court system more efficient, less costly and more responsive to the needs of the litigants;