EMPLOYEE GRIEVANCE

meaning
A grievance is a sign of an employees discontent with job and its nature.
Any real or imaginary feeling of dissatisfaction and injustice,which an employee has about his employment relationship.
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features
Employee feels injustice done to him.

Tend to lower morale and productivity of employees. Must arise out of employment and not from personal and family problems.
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How to Prevent a Grievance

Encourage corrective suggestions
Establish and reaffirm policies and work rules

Communicate and give advance notice of changes

Keep employees informed of their progress Learn to listen Be consistent
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If you Receive an Employee Grievance

First and foremost Dont panic! Hold your temper! Take charge! Consider the possibility of early settlement

Benefits
At any point during the grievance process, the parties can agree to an early settlement. The benefits include: Quick resolution Employee frustration avoided

Supervisor credibility
Respect of employees gained

Prolonged conflict avoided

Local control maintained
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Causes
Problems Absenteeism Disloyalty Complaints about working conditions Theft Possible Cause habit, lack of interest favoritism, discontent.. jealousy, actual poor conditions natural dishonesty
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Steps in the Grievance Process

The number of steps in the grievance process differ according to the union involved, but each contain the following: Oral Grievance Written Grievance Grievance Advanced to Employee/Labor Relations Arbitration
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Steps in the Grievance Process

ORAL GRIEVANCE: Employee presents oral grievance to immediate supervisor within timeframe specified in Agreement. Employee may request presence of union steward during discussion.

Supervisor provides written response to the oral grievance within timeframe specified in Agreement.
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Steps in the Grievance Process

WRITTEN GRIEVANCE:
If the oral grievance is not satisfactorily adjusted: The area steward can submit the grievance in writing to the department head (or designated representative) on a standard grievance form signed by the employee. The grievance must be submitted in writing within the timeframe specified in the Agreement. The Department shall submit a written response to the grievance within timeframe specified in Agreement.
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Steps in the Grievance Process

GRIEVANCE ADVANCED TO EMPLOYEE/LABOR RELATIONS:
If the matter is not satisfactorily adjusted in the previous (written) step, or an answer is not given within the time specified: The written grievance previously submitted shall be forwarded to Employee/Labor Relations within the timeframe specified in the Agreement. Employee/Labor Relations will arrange a grievance hearing meeting with the union staff representative, the aggrieved employee and management. Employee/Labor Relations shall reply to the grievance within the timeframe specified in the Agreement. 11

Preparing for a Grievance

Investigate the complaint and organize the case before the meeting by determining the following:
Who is involved? Where did the situation occur? When did the incident occur? Why did the situation occur? What are the circumstances? What was the impact to the operation/business as a result of the situation/incident? What remedy is the grievant seeking?
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Conducting the Grievance Meeting

Discuss the matter rationally:
Review the grievance with the grievant and the representative. Do not bargain with the grievant or the steward. Be certain that you have all of the information you need before responding. Do not respond to a demand for an instant answer. A possible exception is a matter of health and/or safety.
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Preparing the Grievance Response

Adhere to the timeline for your response. Provide an answer that is concise and complete. Brevity is important. If you need help in providing an answer, obtain assistance from Employee/Labor Relations. Obtain acknowledgement of receipt of your answer from the grievant/steward, including time and date.
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Preparing for Grievance Meeting with Employee/Labor Relations

Schedule prep meeting with the department/management before the date of grievance meeting.
Serve as hearing officer. Determine who should be involved in the meeting, including identifying any witnesses. Determine what information must be captured on record. Discuss the format of the grievance meeting. Provide written response.
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Arbitration
If the matter is not satisfactorily adjusted in the previous step (Employee/Labor Relations), or an answer is not given within the time specified, the union may, by written notice, request the grievance be advanced to an arbitrator. Arbitration is a method of settling disputes through an impartial third party whose decision is final and binding.
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Arbitration
Preparing for the Arbitration Hearing: Once an Arbitration hearing date has been determined, the department will meet with Employee/Labor Relations and legal representative to fully prep for the hearing. The legal representatives lead the Arbitration process.
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Arbitration
The Arbitration Hearing: The Union presents their case first if it is a non-disciplinary matter. Otherwise, the Employer goes first.
The burden of proof is on the Union for all issues except discipline. Otherwise, the burden is on the Employer.
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Arbitration
Arbitration as a last resort: A quasi-judicial process Gives arbitrator power to issue a decision/award which may result in:
a win-lose situation an Arbitrator-crafted decision

Parties lose control of dispute resolution Costly

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Question & Answer Session

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