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Employment laws Assignment Help
- 2. Grievance process Responsibilities of parties in grievance process Employment laws related to grievance Recommendation Employment Laws 2 www.assignmenthelpexperts.com
- 3. Formal communication between management and employees Settlement of grievance Four steps of grievance process are as follow: Grievance in Oral Form Grievance in Written Form Conduction of Meeting Arbitration Hiring Employment Laws 3 www.assignmenthelpexperts.com
- 4. Grievance in Oral Form Starting phase Report to immediate senior authority Grievance in Written Form Written standard and approved grievance document Submission of document to senior manager Employment Laws 4 www.assignmenthelpexperts.com
- 5. Conduction of Meeting Meeting organized by department of head Discussion on all aspects of grievance Arbitration Hiring Negotiation process Settlement in written form Employment Laws 5 www.assignmenthelpexperts.com
- 6. Authorized Manager: Appointment of investigatory manager HR Representative: Support in decision making Employment Laws 6 www.assignmenthelpexperts.com
- 7. Employees: Provide case overview Union Leader: Work as advisor for employee Appeal Officer: Justify employee’ appeal Employment Laws 7 www.assignmenthelpexperts.com
- 8. Investigatory manager: Investigate the facts and concerns Senior manager: Have specified knowledge that helps to evaluate the case Mediator: Provides solution for the problem and resolves dispute Employment Laws 8 www.assignmenthelpexperts.com
- 9. State Employee Grievance Procedure Act: Grievance functions Guidelines, rules and regulations to regulate employment practices Employment Laws 9 www.assignmenthelpexperts.com
- 10. Protection of employees’ rights Avoid discrimination and other related unethical practices Employment Laws 10 www.assignmenthelpexperts.com
- 11. Conduct training and counseling sessions Consideration of interests of all parties Employment Laws 11 www.assignmenthelpexperts.com
- 12. Positive response of management Development of employees’ understanding No biasness in grievance decision making Employment Laws 12 www.assignmenthelpexperts.com
- 13. Necessity of grievance process in business Involvement of employment laws in grievance Fulfillment of responsibilities by all parties in grievance Employment Laws 13 www.assignmenthelpexperts.com
- 14. Grobler, P.A. & Warnich, S. (2006). Human Resource Management in South Africa. Cengage Learning EMEA. Holland, J.A. & Burnett, S. (2008). Employment Law 2008. UK: Oxford University Press. Holley, W.H., Jennings, K.M. & Wolters, R.S. (2008). The Labor Relations Process. USA: Cengage Learning. Kaplin, W.A. & Lee, B. A. (2009). A Legal Guide for Student Affairs Professionals. USA: John Wiley & Sons. Palmer, S. (2012). People and Self Management. UK: CRC Press. Rudman, R.S. (2009). New Zealand Employment Law Guide 2009.New Zealand: CCH New Zealand Limited. Sciarra, D.J. & Dorsey, A.G. (2001). Opening and Operating a Successful Child Care Center. USA: Cengage Learning. Employment Laws 14 www.assignmenthelpexperts.com
- 15. We provide original and complete law assignment help and business assignment help services 24X7 Assignment Help Services info@assignmenthelpexperts.com www.assignmenthelpexperts.com
Editor's Notes
- This presentation includes all steps of grievance process and describes responsibilities of all parties involved in grievance procedure. In addition, it also presents some employment laws that are related to grievance action. This presentation also recommends an outcome for the given situation and gives ethical implication for the decision.
- The grievance process is a formal communication between an employee and the management that is designed by the employer for the settlement of a violation of the labor agreement. Through this, organizational members have the right to be heard by management (Palmer, 2012).
- On occurrence of grievance, employees and union leader can show the grievance to senior authority in order to make adjustments. In this step, union representative can submit the grievance in written form on standard grievance form to department head within timeframe specified in agreement (Kaplin & Lee, 2009).
- After this, department arranges a grievance meeting between grievant and labor relation management, in which rationale of grievance are discussed thoroughly. It is quasi judicial process through which, third party gives final decision to settle the dispute. After this, department submits a written response in respect to settlement of grievance (Sciarra & Dorsey, 2001).
- Authorized Manager: Consult with HR and appoint investigatory manager and submit a report to make grievance decision by fulfilling interests of all partiers. HR Representative: Work as advisor to support the management decision making and rely the questions during hearing and meetings and challenge evidences (Grobler & Warnich, 2006).
- Employees: Present case information with integrity during meetings and hearings. Trade union representative: Support and advice the grievant employee and present views of employee. Appeal officer: Direct hearing that decides that employee’s appeal is justified and encourages all parties to speak freely to collect all facts (Palmer, 2012).
- Investigatory manager: Investigate the grievance by questioning the parties and analyzing the present facts regarding employee-management relationship through effective use of technology and information resources. Senior manager/Head of department: Evaluate all concerns and facts due to having specified case knowledge. Mediator: Draw up a written agreement and settle the dispute through mutual agreement (Sciarra & Dorsey, 2001).
- State Employee Grievance Procedure Act and Fair Employment Law are the employment laws made by National Labor Relations Board that protect the interests of both employees and employers. State Employee Grievance Procedure Act governs all grievances functions such as actions of decision making, appeal of employee, etc. and includes guidelines and regulations that are effective to resolve disputes related to labor relations (Rudman, 2009).
- The Fair Employment Law is also related to this action because through this law, rights of employees are protected from discrimination by employer. Grievance may be related to discriminatory practices done by the employer that can be resolved through the use of this law in grievance process (Holland & Burnett, 2008).
- Through grievance process, the disciplinary action cannot be said appropriate to resolve this situation. All employees should have more chances and understanding about discipline policies and regulations of company through training programs. Outcome ensures that all parties are happy and convinced with arrangements and contracts.
- There are some reasons to be happy such as organizational positive view towards employees’ grievance, better understanding of employee about circumstances surrounding grievance, verbal and written apology, consent of parties for participating in counseling, training and mediation, etc. (Holley, Jennings & Wolters, 2008). This decision should not be biased and influenced with the interest of any party.
- From above discussion, it can be stated that grievance process is crucial for ethical business practices to protect right of employees by using State Employee Grievance Procedure Act and Fair Employment Law. There are various parties such as senior manager, employees, union leader, mediator, etc., who should fulfill their responsibilities without any biasness and influence.