Labor relations 3 Essay Example | Topics and Well Written Essays - 1000 words

Labor relations 3 - Essay Example Hence, a grievance can be denoted as a dispute that crops up in a work related environment in relation to the interpretation, appliance, management or alleged violation of the specific terms of the collective agreement (Holley et al 468). Basically, it is a complaint that is filed by an employee as per his/her interpretation of the collective agreement. A grievance that is not settled in the course of its own procedures could be referred within given timelines as indicated by the collective agreement to Arbitration. Never the less, if a grievance procedure has been followed without any resolute being attained, then a single arbitrator or arbitration board should hear and determine the dispute that is referred to it, as his/her or its decision is final and should, therefore, be binding upon all the parties that are involved. Hence, it is seen as an absolute stage of resolution. Moreover, every grievance procedure operates within a specific time limit, which is present in each collecti ve agreement. These limits are put in place to deal with grievances promptly. They should be taken into consideration by both the employer and the union to ensure that limits are adhered to unless under specific permission that must be agreed upon by one or the other party. In case, this is not done chances are that the whole grievance procedure becomes invalid especially if it is in reference to arbitration. Either party is in a position to raise the lack of adherence to timeliness as a preliminary objection of having the grievance dismissed. Benefits of Grievances The grievance procedure has benefits, which helps the process to be in place. First, the process is capable of generating stability in day-to day employees’ relations as it ensures that employees have a sense of assurance within the collective agreement life of a mechanism that resolves issues rather than allowing them to continue. In fact, the presence of a grievance process at any work place ensures that dispute s do not escalate but rather get resolved at the appropriate time. Second, the process plays an important role in creating a sense of democracy in the work place especially when it allows employees to air their grievances without the fear of intimidation by the employers. Third, the process gives employees a chance to hold open discussions on issues that are related to their work, and improve communication between the employer and the employee (Holley et al 469). Furthermore, interpretation of a collective agreement is allowed as it presents an option of submitting problems to neutral third party. This builds up strong labor relations, improves morale and increases overall productivity. The common sources of grievances include: discipline and discharge, working hour and overtime, postings of job and seniority. Steps in a Grievance Procedure Every collective agreement denotes the steps as per their respective grievance procedures A typical grievance procedure of an individual employe e includes the following: Informal discussion Prior to a formal grievance filing, an employee must discuss the issue with the supervisor. At times, the grievance may be