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
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disadvantages of grievance mediation. Grievance mediation is “the use of a neutral third party as one step in a grievance procedure,” (Carrell & Heavrin, 2010, p. 496, para 1). Some of the advantages of grievance mediation are cost savings, time savings, both parties can identify their case without worrying about the decision being final, being able to resolve issues, cost settlement can be avoided. Neither party will have to incur the charges that they would have to pay in arbitration. Time will
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Scholarship Repository University of Minnesota Law School Articles Faculty Scholarship 1988 Discovery in Labor Arbitration Laura J. Cooper University of Minnesota Law School, lcooper@umn.edu Follow this and additional works at: http://scholarship.law.umn.edu/faculty_articles Part of the Law Commons Recommended Citation Laura J. Cooper, Discovery in Labor Arbitration, 72 Minn. L. Rev. 1281 (1988), available at http://scholarship.law.umn.edu/ faculty_articles/307. This Article is
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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
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union who also fall under the Bargaining 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
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Table of Contents Resolution of Industrial Conflict/Conciliation and Arbitration ............................................... 2 Introduction ................................................................................................................................. 2 The nature of conciliation and arbitration and mediation ........................................................... 2 The grievance machinery ..............................................................................
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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
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between an employer and trade union. Collective bargaining, however simple that short definition may be, is a complex labor process defined by several discussion topics; collective bargaining is governed by strict definitions and rules, extensive long-standing laws that support it, and specific methods and people to administer agreements reached in the collective bargaining process. The best way to discuss collective bargaining is to approach each of these topics in order to round out the full spectrum
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agreement is finally implemented. WHAT IS COLLECTIVE BARGAINING? Collective bargaining is a process of negotiating an agreement regarding the terms and conditions of employment through a system of shared responsibility and decision-making between labor and management. WHAT ARE THE BARGAINING? FOUR ESSENTIAL ELEMENTS OF COLLECTIVE Legal. Collective bargaining agreement. is a process of negotiating an of Economic. Moral. It Its contents specify the terms and conditions
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locations as well. 2. Job Title Labor Relations Specialist 3. Job Description Labor Relations Specialist in the US Postal Service resolve complex district-wide labor relations and equal employment opportunity (EEO) problems affecting arbitration, grievances, contract administration and labor relations practices and procedures. Analyzes complex labor relations problems associated with local implementation, negotiations, and contract administration; develops data and supporting
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