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Grievance Procedures


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Published in: Career, Business
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Grievance Procedures

  1. 1. Grievance Procedure
  2. 2. Value of Grievance Process <ul><li>Procedure – challenge employer’s actions </li></ul><ul><li>Mechanism - fairness, consistency, justice, equity </li></ul><ul><li>Members value grievance procedure </li></ul><ul><li>Visible to union members </li></ul><ul><li>Efforts may have positive impact </li></ul><ul><li>Tool for building union </li></ul>
  3. 3. Role of Grievance Procedure (GP) <ul><li>Policing or enforcement </li></ul><ul><li>Day–to-day interpretation </li></ul><ul><li>Adaptation </li></ul><ul><li>Management of Conflict </li></ul><ul><li>Vehicle for expression </li></ul><ul><li>Due process </li></ul>
  4. 4. Measure of Effectiveness <ul><li>Grievance representation most valued activity </li></ul><ul><li>Measure of grievance effectiveness </li></ul><ul><li>Grievance rate, settlement speed, </li></ul><ul><li>Extent of arbitration usage </li></ul><ul><li>Equity of settlement </li></ul>
  5. 5. Effectiveness “Eye of Beholder” <ul><li>Effectiveness “eye of the beholder” – member </li></ul><ul><li>Scale looked at four factors </li></ul><ul><li>Effect of the grievance procedure </li></ul><ul><li>Satisfaction with process </li></ul><ul><li>Evaluation of union representation </li></ul><ul><li>Sense of Importance </li></ul>
  6. 6. Procedure and Commitment <ul><li>Study examined 1000 members of one union </li></ul><ul><li>Attitude shaped by process, representation, importance </li></ul><ul><li>Effect played less important role </li></ul><ul><li>Union can positively influence member’s commitment </li></ul>
  7. 7. Strategy Overview <ul><li>Establish effective grievance procedure </li></ul><ul><li>Establish effective representation </li></ul><ul><li>Grievance representation is a benefit </li></ul><ul><li>Basic reason workers want union </li></ul>
  8. 8. Strategies <ul><li>Re-examine grievance procedure </li></ul><ul><li>Stewards Role in the Grievance Procedure </li></ul><ul><li>Grievance handling skills </li></ul><ul><li>Member relations </li></ul><ul><li>Training </li></ul><ul><li>Steward Turnover </li></ul>
  9. 9. Structure <ul><li>Important to examine process structure </li></ul><ul><li>Accessibility </li></ul><ul><li>Reasonable time limits </li></ul><ul><li>Access to Information </li></ul>
  10. 10. Steward’s Role <ul><li>Steward is link to members and officers </li></ul><ul><li>Personifies the union </li></ul><ul><li>Role in political action, organizing, education </li></ul><ul><li>Prime role – grievance representation </li></ul><ul><li>Training, preparation and support crucial </li></ul><ul><li>Effective performance </li></ul>
  11. 11. Grievance Handling Skills <ul><li>Steward must know the grievance process </li></ul><ul><li>Stewards must be accessible to members </li></ul><ul><li>Stewards must be knowledgeable about contract </li></ul><ul><li>Stewards must know how to investigate grievances </li></ul><ul><li>Stewards must be skilled at gathering evidence </li></ul>
  12. 12. Member Relations <ul><li>Union must stand up for contractual rights </li></ul><ul><li>Union must demonstrate its effectiveness </li></ul><ul><li>Provide adequate representative availability </li></ul><ul><li>Unions should not assume member knows rights </li></ul><ul><li>Keep grievant informed of grievance status </li></ul><ul><li>Keep general membership informed </li></ul>
  13. 13. Training <ul><li>Stewards should be adequately trained </li></ul><ul><li>Training should be soon after election or appointment </li></ul><ul><li>Training – in house, labor education </li></ul><ul><li>Mentor program </li></ul><ul><li>Training ongoing and systemic </li></ul>
  14. 14. Key Points <ul><li>Grievance Procedure important achievement </li></ul><ul><li>Attitude toward procedure impacts attitude </li></ul><ul><li>Influenced more by process than outcomes </li></ul><ul><li>Unions may do many things ensure effectiveness </li></ul>
  15. 15. Conclusion