...Grievance Handling Grievance is defined as ‘cause for complaint or annoyance’. Before the machine age, when a handful of workers worked directly for an employer, grievance handling was a one-step procedure : the worker directly approached his boss who gave a decision on the issue. The machine age has introduced a vast echelon of intermediary supervision between the principal employer and the rank-and-file worker. Increase in the number of workers and supervisors in a complicated industrial unit, has led to an increased number of grievances of varying types at different levels. No longer can an employer nonchalantly brush aside the problem of handling grievances as a trivial function. Those who have done so have reaped the whirlwind. A grievance is the embryo of more serious trouble to come, and whether real or imagincary, it is a canker in the organisation and calls for prompt and effective measures. If it is real, the need for curative action is obvious; if it is imaginary, the need to explain and clear up the atmosphere is all the more imperative. Prompt and effective handing of grievances is the key to industrial peace. In our country particularly, where illiteracy is high and people from villagers seek employment in the laien atmosphere of an industrial unit, grievances are many and varied. Operations, procedures and supervisory techniques are not easily understood and lead to grievances. An induction programme coupled with a well understood and sound grievance procedure...
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...workplace mediation – A poll of business Ref: 08/11 2011 Matt Williams and Acas Research and Evaluation Section TABLE OF CONTENTS EXECUTIVE SUMMARY .................................................................................. 3 1. BACKGROUND AND METHODOLOGY ....................................................... 5 1.1 Background...................................................................................... 5 1.2 Methodology .................................................................................... 6 2. GRIEVANCE AND DISCIPLINARY PROCEDURES AND THE IMPACT OF THE ACAS CODE ............................................................................................ 7 2.1 2.2 Acas Code and guidance .................................................................. 10 2.3 3. Formal grievance and disciplinary procedures........................................ 7 Handling grievance and disciplinary issues .......................................... 21 MEDIATION ......................................................................................... 24 3.1 3.2 Organisations that had used mediation...
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...Employees’ Union, Local 1 as the sole bargaining agent for all employees of the Diamond Casino in the City of Windsor, save and except Shift Supervisors and persons above the rank of Shift Supervisor. 1.02 With an employee’s agreement, he or she may fill the role of Shift Supervisor on a temporary basis. ARITCLE 2-Union Security 2.01 The employer shall not deduct from the wages of each employee in the bargaining unit the amount of union dues as determined by the union and remit the dues to the union in accordance with article 2.02 2.02the amount deducted in accordance with article 2.01 shall be remitted to the union within a reasonable period of time after the deductions are made and shall be accompanied by a list of names of all employees from whom deductions have been made. ARTICLE 3- Management Rights 3.01 The union recognizes the right of the employer to operate and manage its business in all respects, to maintain order and efficiency in its facilities, to determine the location of its facilities, the work to be performed, the methods and schedules of performances and equipment to be used. The union further acknowledged that the employer has the right to make, and alter from time to time, reasonable rule, regulations, and policies to be observed by employees. Such rules, regulations, and policies shall not be inconsistent with the provisions of this agreement. All changes in the posted rules and regulation and policies must be discussed with the union prior to...
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...Responding to an Employee Grievance: As you know, company policy requires that employees smile at customers and make eye contact with them. In the past nine months, 12 employees have filed grievances over this rule. They say they are being harassed by customers who think they are flirting with them. A produce clerk claims customers have propositioned her and followed her to her car. Another says, “Let me decide who I am going to say hello to with a big smile.” The union wants us to change the policy to let workers not make eye contact with customers, and to allow workers to refuse to carry groceries to a customer’s car at night. My own feeling is that we want to maintain our image as a friendly store that cares about customers, but that we also don’t want to require behavior that leads to harassment. Let’s find a creative solution. As you know, company policy requires that employees smile at customers and make eye contact with them. In the past nine months, 12 employees have filed grievances over this rule. They say they are being harassed by customers who think they are flirting with them. A produce clerk claims customers have propositioned her and followed her to her car. Another says, “Let me decide who I am going to say hello to with a big smile.” The union wants us to change the policy to let workers not make eye contact with customers, and to allow workers to refuse to carry groceries to a customer’s car at night. My own feeling is that we want to maintain our image...
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...Grievance Vijayimpact @ CORD India Grievance According to Michael Jucius, “ A grievance can be any discontent or dissatisfaction, whether expressed or not, whether valid or not, and arising out of anything connected with the company that an employee thinks, believes, or even feels as unfair, unjust, or inequitable.” A grievance means any discontentment or dissatisfaction in an employee arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Thus, a grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, an employee may have grievance because of long hours of work, non-fulfillment of terms of service by the management, unfair treatment in promotion, poor working facilities, etc. Nature of Grievance : Grievances are symptoms of conflicts in the enterprise. Just like smoke could mean fire, similarly grievances could lead to serious problem if it is not addressed immediately! So they should be handled very promptly and efficiently. While dealing with grievances of subordinates, it is necessary to keep in mind the following points: A grievance may or may not be real. Grievance may arise out of not one cause but multifarious causes. Every individual does not give expression to his grievances...
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...(Mr. Jennings anniversary) would actually be entitled to two weeks of vacation on June 30. This is much like the pro-rated formula outlined in exhibit 8-2 of the text. Using this methodology a company could have to pay a terminated employee not only his accrued “wage” toward the benefit earned period but, also any unused vacation from the previous earned benefit period. This issue was not addressed in the minicase or in the collective bargaining agreement quoted and deserves no consideration regardless as Mr. Jennings was only one week past his anniversary date and not far enough into his next earned benefit period to have accrued any addition time off. It appears from the information provided in this minicase the company and union have established the same policy as I’ve described above as no stipulation was made that they were not entitled to the “wage” until the anniversary date. Regardless, about the answer for prorated vacation time, the statement included in their collective bargaining agreement “the standard vacation...
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...You Decide Activity Your second written assignment is due this week—You Decide. You have three areas of focus for this assignment. 1. As an attorney for Bainbridge Borough, develop a case to support the council’s rejection of Carol Fern’s unpaid maternity leave request. 2. As an attorney for AFSCME Local 10, develop an argument to support your client’s contention that the council’s rejection of Carol’s unpaid maternity leave request violated the collective bargaining agreement. 3. As an arbitrator, how would you rule? Why? Write a two- to three-page paper, (double-spaced, 12 point type, APA style) that outlines the case for Bainbridge Borough, the case for AFSCME Local 10, and how you would rule as an arbitrator based on the facts you have for this case. Scenario Summary Carol Fern has been employed by Bainbridge Borough for 18 years as a tax clerk. The tax clerk position is part of the bargaining unit represented by Local 10 of the American Federation of State, County, and Municipal Employees (AFSCME). When Carol and her husband found out that she was unable to conceive, they decided to adopt a child. The Ferns were notified on April 22 that a 3-month-old baby girl was available and they could adopt her in three days. However, Carol told the adoption agency that she thought it was unfair to leave the company on such short notice because April was a busy tax season. Adoption was delayed until May 2. On April 27, Carol requested two weeks of paid vacation for...
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...Regulation: As the proposed rule updates the provisions of existing regulation, changes are as follows: 1. 45 CFR part 1206, which deals with project suspension and termination, is moved to 45 CFR part 2556, subpart B with most substantive provisions remaining unchanged. Under the proposed rule the provisions for suspension remain unchanged, except that the provisions for summary suspension are eliminated and the provisions for suspension on notice are retained. This has the effect of giving notice to sponsors for all suspensions. Under the proposed rule the provisions for termination remain unchanged,except that a second CNCS review has been eliminated. Experience has shown that a lengthy termination review process is not beneficial to VISTAs at the project in question, unduly consumes the sponsor's staff time and other resources, creates uncertainty for project beneficiaries, and exhausts VISTA resources that could be put to use for the benefit of project beneficiaries. 2. 45 CFR part 1210, which deals chiefly with early termination of a VISTA, is moved to 45 CFR part 2556, subpart E and changed to improve the cost-effectiveness of the provisions and increase efficiency of VISTA program functions. The new provisions for early termination remain substantively the same in many respects. However, the early termination for cause process is modified. While the process retains more than sufficient due process in the form of written notification and appeals at two levels...
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...Grievance procedure The Freedictionary.com defines grievance as “An actual or supposed circumstance regarded as just cause for complaint” A grievance procedure is a term to describe a formal way of dealing with issues between employer and the employee Employee has problems and is not happy Employee has problems and is not happy The Manager resolves the grievance and communicates the outcome to the employee. Decision is been given The Manager resolves the grievance and communicates the outcome to the employee. Decision is been given Raise a verbal complaint with immediate manager. Raise a verbal complaint with immediate manager. Employee Rep Employee Rep In the event of an employee having a complaint about his immediate supervisor, he or she must approach the next reporting level of his immediate supervisor directly for the purpose of resolving the grievance. UNRESOLVED? The matter will be re-investigated; findings and recommendations shall be discussed with employee The matter will be re-investigated; findings and recommendations shall be discussed with employee With a representative or not, a formal written grievance to supervisor With a representative or not, a formal written grievance to supervisor Worker Commitee Worker Commitee The committee shall in turn elect to invoke the Dispute Procedure outlined in the Recognition and Procedural Agreement. The committee shall in turn...
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...DEFINITION: Grievance - a resentment strong enough to justify retaliation; "holding a grudge"; "settling a score" a feeling of deep and bitter anger and ill-will Grievance - an allegation that something imposes an illegal obligation or denies some legal right or causes injustice Grievance - a complaint about a (real or imaginary) wrong that causes resentment and is grounds for action Grievance A complaint by an employee, alleging that he or she has been, or is being, adversely affected Notwithstanding, the company Management is sincerely concerned to the genuine grievances of the Employees as it believes that employees grievances are manifestation of their dissatisfaction against their working conditions, managerial decisions etc; if not promptly attended to, may cause frustration amongst the employees. Keeping this in view a formal grievance Machinery is introduced as under:- 2.0 OBJECTIVE:- The objectives of the grievances procedure will be: 2.1 to settle grievances of the employees in shortest possible time; 2.2 at lowest possible level of authority; and 2.3 to provide for various stages so that the aggrieved employees derive satisfaction of seeking redressal, if required, even from the highest level of the authority. 3.0 SCOPE AND COVERAGE: The procedure will cover all executives of the company upto the level of DGMs. Executives in higher levels may take up their grievances, if any, with their reporting officer. Grievance for the purpose of this...
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...effective Out of Class grievance Introduction: Article 14.2, 14.2.17 and 14.2.21 of the MOU governs The Out of Class grievance process. Out of Class grievances are some of the most difficult grievances to win in Arbitration. Out of class grievances that are not resolved at the department level are resolved by DPA in some instances, provided there is substantial evidence that an employee is working out of class. Grievances not resolved at DPA that are approved for Arbitration must have evidence that can be presented to an Arbitrator that proves an employee is performing duties of an existing, higher paid classification more that 50% of the time over 2 consecutive work weeks (MOU Art. 14.2, 14.2.17, 14.2.21) that do not overlap with the worker’s existing SPB class specification. The Out of Class Grievance Process If the out of class work is ongoing, the grievance is always timely. However, once an out of class grievance is filed, the procedural steps outlined in the MOU Article 14, must be followed. If the out of class duties cease to be performed for any reason, an out of class grievance must be filed within 21 calendar days (except Unit 21, Out of Class grievances must be filed within 60 days) of when the worker ceased doing the out of class work, MOU Article 14.2, 14.2.17 and 14.2.21. Remember the only remedy an Arbitrator may award is out of class pay for one year, prior to the filing of the grievance, plus the time it takes to process the grievance. The Arbitrator...
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...April 22 that a 3-month-old baby girl was available and they could adopt her in three days. However, Carol told the ADOPTION AGENCY that she thought it was unfair to leave the company on such short notice because April was a BUSY TAX season. Adoption was delayed until May 2. On April 27, Carol requested two weeks of paid vacation for May 2 to May 17. This request was granted. The day before she was to return from her paid vacation, Carol asked for 6 months of unpaid maternity leave. The request had to be approved by the Bainbridge Borough Council, which rejected the request by a 4-3 vote. However, the council did offer Carol two consecutive 90-day reasonable purpose leaves (amounting to 6 months of leave). On June 1, the following grievance was...
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...5/11/2012 Permissions A grievance is generally defined as a claim by an employee that he or she is adversely affected by the misinterpretation or misapplication of a written company policy or collectively bargained agreement. To address grievances, employers typically implement a grievance procedure. The grievance procedure may also be part of a collective bargaining agreement. A grievance procedure is a means of internal dispute resolution by which an employee may have his or her grievances addressed. Most collective bargaining agreements include procedures for filing and resolving grievances. Within a union environment, the processes will typically involve the employee, union representatives and members of the employer’s management team. Grievance processes may differ somewhat from employer to employer and under various collective bargaining agreements. However, most will have certain general processes in common. Grievances are brought to the employee’s immediate supervisor. This may be either an informal process or the beginning of the formal process. Generally, there will be a requirement that the grievance be submitted in writing using a grievance form. Usually, the supervisor and the union representative will review the grievance to determine whether it is valid. Also, most grievance procedures will require that the submission occur within a specified timeframe following the event or incident. Three...
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...1.1: Background of the Report An employee has may a grievance. For this reason develop Dissatisfaction in employees mind. Grievance is a part of industrial Relation, since we are student of EVMBA, and this part of EVMBA program, our industrial relation course teacher Mr. Md. Arifur Rahman assigned us to prepare are port on Grievance handling procedure in a RMG sector of Bangladesh as related topic industrial relation course. We have selected our report topic as “Employee Grievance in the workplace and its remedies: A study on RMG sector of Bangladesh”. We have made a survey for required information in RMG Sector in Bangladesh in net. We have prepared our report on November 28, 2013 which will be submitted by November 29, 2013. 1.2: Objective of the Study We have prepared this report based on two purposes. Those are- 1) To develop our Knowledge in RMG sector of Bangladesh 2) And provide more Valuable Information gathered for who passionate employee to want to join in RMG sector. 1.2.1 Primary Objective: The report aims to provide information on suggest more valuable step follow grievance handling procedure effective of by the RMG sector through Management 1.3: Scope of the Study There is a certain boundary to cover this report. Our particular report only covers Training and Development in RMG sector. We mainly focus how to handling grievance procedure and what types of principles follow to Grievance handling procedures RMG sector. 1.4: Limitations of the...
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...Grievance Handling Handbook Produced by: www.fairemployment.sg Printed in January 2011 All rights reserved. No part of this book may be reproduced in any form or by any electronic mechanical means, including information storage and retrieval systems without permission in writing from the publisher. CONTENTS 1. 2. 3. 4. 5. 6. 7. 8. 9. Introduction: Why a Grievance Handling Procedure is Vital Definition of Grievances and Complaints at the Workplace Work-related Grievance Types of Grievance: General vs Individual Handling of General Grievances Handling of Individual Grievances Making the Grievance Procedure Work Employee Counselling Handling Unexpected Scenarios 01 02 03 05 06 09 12 20 24 28 10. Going Beyond the Organisation 01 1. Introduction: Why a Grievance Handling Procedure is Vital There is a greater diversity in the Singapore workplace today, comprising employees from different age, nationality, gender, ethnic and religious background. In such work environment, miscommunication and misunderstanding are likely. If not managed properly, such misunderstandings will affect employees’ moral and productivity. With employees being more Internet savvy and the popularity of social media, such unhappiness may also be publicised on social media platforms such as Facebook or Twitter. Such negative publicity can affect the employers’ image and brand, causing unnecessary embarrassment to the management. In some cases, such grievances can also lead to expensive...
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