The grievance process—which typically is comprised of labor agreements negotiate
ID: 1214412 • Letter: T
Question
The grievance process—which typically is comprised of labor agreements negotiated by organized labor—has been severely criticized by many analysts for providing unwarranted protection for workers, and for making many types of workers virtually incapable of being fired. From your research, what are 2 real examples of grievances filed within a union environment? Do you agree that those 2 grievances should have been filed? Why or why not? Obviously, a best practice is for management to resolve an issue before it becomes a grievance. What are two specific, proactive methods that would minimize the likelihood of a grievance being filed?
Explanation / Answer
2 real life examples of grievances filed within a union enviroment are:
1- A supervisory may exceed or abuse the management rights authority to direct or manage members is if the supervisor is rude or unreasonably assign heavy duty to smaller, physically weakers members when stronger members are available.
2- If you can show 3 occasions over the past years when the company did not disciplin who had been late 5 times in a month you will not succeed if the company can show 10 occasions when they did discipline who were late 5 times.
No, i will not agree that both of them should have been filed , 1 example of the grievance can be filed because the management right clause gives supervisors the authority to direct members nut it doesn'n grant the authority to exercise the authority unreasonably or unfairly , but 2 example of the grievances should not have been filed because the grievance is based on the past practice so, steward or a staff member should collect as many as solid or specific examples as can . but if the company can match each and every examples with one that shows there has been no consistence practice so it will not win the grievances.
The two specific methods that would minimize the likelihood of a greivance being filed are:
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