QUESTION: IN WHAT WAY DOES DISCIPLINE RELATE TO GRIEVANCES? ANSWER: In any organization, both the employer and the employee have mutual expectations. When an employee’s expectations are not fulfilled, he will have a grudge against the employer because of the disagreement or dissatisfaction it causes. Similarly, when an employer’s expectations about an employee are not fulfilled, the employer will have a grudge against such employee. It may be a problem of indiscipline. According to Dessler
Words: 3642 - Pages: 15
Basis of the Grievance and Arbitration Process The Grievance and Arbitration Process BUS405 Labor Relations July 20, 2010 The Grievance and Arbitration Process There has always been a need for conflict resolution on the job. The grievance and arbitration process is one way for employees to be heard when conflict on the job arises. The grievance and arbitration process is also a way for employees to obtain some type of satisfaction at the end of the grievance process. Having representation
Words: 1905 - Pages: 8
An aggrieved employee shall first take up his grievance in person with his immediate supervisor under whom he is working. Thereupon, the immediate supervisor shall carefully examine the employee's grievance and give him a reply within 3 days of the date on which the grievance was brought to his notice. STAGE - ll If the aggrieved employee feels that his grievances were not satisfactorily redressed by his immediate supervisor, he may submit his grievances in writing on the grievance documentation
Words: 1024 - Pages: 5
Grievance Process: Introduction: A grievance is a claim that the employee feels that the employer has violated an express provision of this agreement. No employee will be discriminated against or in any manner disciplined because of this filing a grievance pursuant to any provision within this agreement. An employee covered under this agreement may discuss any provision in this contract agreement with this or her supervisor without invoking the formal grievance procedure
Words: 590 - Pages: 3
Discipline and grievances at work The Acas guide We inform, advise, train and work with you Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up-to-date with today’s employment relations issues – such as discipline and grievance handling, preventing discrimination and communicating effectively in workplaces. Make the most of our practical experience for your organisation – find out what we can do for you. We inform We answer your
Words: 23660 - Pages: 95
------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Task 01: Plan and Present Workplace Communication system Review of case study JKL industries is an Australian owned company selling
Words: 1901 - Pages: 8
Muhury | Appraisal and compensation method | 21-25 | H.M. Tanjim | Grievance and recommendation | 25-30 | Table of content Content | Page | Introduction | 4 | Unilever Bangladesh | 5 | Management structure of Unilever | 7 | Recruitment | 10 | Selection | 14 | Training and Development | 18 | Appraisals and Compensation | 21 | Grievance | 24 | Recommendation | 28 | Conclusion | 30 | Reference | 31 | Executive Summary
Words: 5394 - Pages: 22
on an employee the company should outsource this to a professional company to conduct. The ethical problem that I came across with the company is that employees are allowed to stay at work while they have grievances. The grievance that I am speaking of is if an employee had issues with sexual harassment charge against them they are allowed to keep working while they file a grievance. There should be something in the contract that allows the company to let someone go while they file a grievance. I think
Words: 744 - Pages: 3
Unit. The Labor Relations office is there to provide guidance as representatives should the bargaining unit employees find themselves in a dispute with their employer or supervisor that could lead to filing grievances or they choose to address their issues to the union. As a federal employee myself and of the 5, 5000 federal employees on Fort Hood, I chose to conduct an interview with a Labor Relations Specialist working with in the Labor Relations office of the Human Resource Department on the
Words: 1968 - Pages: 8
education/process improvement, and will focus on processes and systems, rather than human error. Disciplinary action will be limited to only those employees who engage in willful or malicious misconduct, or those occurrences in which the employee failed to report an incident or hazard to patients in a timely manner. II. Responsibility A. All hospital employees, medical staff members, volunteers, and contract service members will participate in the hospital-wide
Words: 3611 - Pages: 15
