A grievance is defined as any real or imagined feeling of personal injustice that an employee has about the employment relationship. This feeling does not have to be expressed to become a grievance and does not have to be true or correct. Discuss sources of employee grievances in an organization
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- Cynthia is a union member at her company. She files a complaint against the union because of what she feels is an unfair rule. Which of the following is true? Cynthia can only file a complaint through the union's grievance procedures; she cannot sue it. Cynthia may sue the union if her complaint to the union through its grievance procedures doesn’t resolve her problem. Cynthia cannot complain to the union, but she may sue it instead. Cynthia can have her union membership stripped from her whether she sues the union or chooses to follow a complaint through the union's grievance procedures.Discrimination in the workplace is based on certain prejudices and occurs when an employee is treated unfavourably because of gender, sexuality, race, religion, pregnancy and maternity or disability. If you treat someone differently because they possess different characteristics to other members of staff you could be acting unlawfully. Direct discrimination occurs when someone is treated less favourably than other employees. For example, the employee has the qualifications to do the job but you turn them down because you think they might want to start a family soon. Direct discrimination can also occur when you pay someone less than other employees for no good reason, you select particular workers for redundancy based on protected characteristics, you don't make reasonable adjustments for a disabled worker, you sack someone for making allegations of discrimination or you unfairly reject a request for flexible working from a new parent. Indirect discrimination occurs when certain rules…What ethical and legal obligations do employees have to refrain from badmouthing their employers in a fit of pique, especially on the firm’s own website? Should management allow employees to criticize the company without fear of retaliation? Could management benefit from allowing such criticism? Why or why not?
- As an student, you are aware that both employers and employees have their rights and responsibilities at work. Fully discuss five strong points with examples on Employers responsibilities and rights over employees.Employers have an ethical and legal duty to provide a workplace free of harassment of all types. This includes harassment based on sex, race, religion, national origin and any other protected status including disability. Employees should not be expected to work in an atmosphere where they feel harassed, prejudiced against or disadvantaged. Discuss the above statement“now -a-days ...What industries need today are highly committed employees.” Keeping this in view, explain the importance of a proper employee grievance procedure in a business organization.
- Therefore, take steps to prevent and deal with sexual and other types of harassment in your workplace. As an employer, you may be held liable for your own acts of harassment that affect employees in the workplace, as well as the acts of your managers, employees, and even harassment by customers, suppliers, and others who regularly do business with you. Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook Harassment Hostile workplaceEmployees are granted certain rights by the law. For instance, the Massachusetts Right to Know Law gives production workers the right to be notified of specific toxic substances that they may be exposed at work. This is an example of: statutory rights collective bargaining rights enterprise rights none of the aboveTrue or False: The collective bargaining agreement is silent about the selection of employees to work on the night shift. An employee files a grievance for being chosen. The reserved rights doctrine says that management will likely be allowed to do this.
- For the following scenarios, determine if any would be considered harassment or would be creating a hostile work environment from an employment law standpoint. Be sure to cite any applicable employment laws and fully explain your rationale. Matt is a Software Developer at an IT firm that is required to work weekends on a fairly regular basis. After careful consideration, Matt joined the National Guard. Since that time, there have been several instances where his obligations to the National Guard conflict with his work schedule. When this happened, his Manager, Tonia, joked with the team about Matt getting out of work. On one occasion, she said to the team, you can thank Matt for having to work extra hours this weekend, since you need to do your work and then cover for him.The HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure? The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union. The grievance procedure provides a method to handle employee complaints before they become serious issues. The grievance procedure notifies the company that litigation is forthcoming. The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.You have been asked by the HR Director to lead this initiative to develop a presentation that will be usedto train and educate the employees within your company on workplace discrimination and related legalconcepts. This should contain the pertinent legal information and concepts related to“workplace discrimination” that employees need to be aware of.• A comprehensive list of applicable employment laws should be included.• The presentation should communicate the company's expectations of each employee pursuantto the topic. You are the Human Resource Manager for growing manufacturing company that employs approximately250 people (this is a fictitious company). Lately there have been a number of employee complaintsregarding inappropriate behavior in the workplace. These issues included “lewd” behavior towardsfemale employee as well as discriminatory comments based on both age and race.The Company’s Discrimination Policy is reviewed during the New Employee Orientation, however nofurther…