Why Is It Important To Outline A Grievance Procedure In The Collective Agreement

You will both have to discuss and resolve many sensitive issues. A friendly but tactical business relationship from the beginning will help a lot. But, of course, your first goal in any complaints session is to get justice for your colleagues whose rights have been violated. If no solution develops, an arbitrator may be asked to review the evidence and make a decision. An arbitratorAn impartial third party chosen by both parties in a complaint and ultimately making a binding decision in the situation. is an impartial third party who is chosen by both parties and who ultimately makes a binding decision in the situation. Therefore, arbitration is the last aspect of a claim. Although they apply to all companies, human relations skills become much more important for those who have a union environment where management and employees must work together. Conflicts in these situations can lead to major problems on both sides, such as complaints and strikes.

Using effective human relations skills can reduce conflict and increase productivity in a union environment. The fact is that the outcome or precedence of the complaint may harm the local at some point in the future and the union will have to change it. Normally, you would not deal directly with this type of complaint except to conduct the necessary investigation. Political complaints are usually filed at the local or national level. If you think you have a complaint that your collective bargaining rights have been violated or are about to be violated, call your local president immediately. Following the discussion, management will then file a formal response to the complaint. He may decide to resolve the complaint or explain why the complaint does not violate the contract. At this point, the process is intensified. When a worker comes to you with a complaint, the first thing to do is to get the facts. (Only then can you decide whether this is a complaint or not.) Listen patiently to their story, then ask them specific questions.

Violation of a previous practice in the workplace. This can be the basis for a complaint, especially in areas where the contract is silent or unclear. If a previous practice has been violated by management, an employee may have an actual complaint. The only relevance of past practice is to clarify (but not amend) the collective agreement if it is ambiguous or unclear. There is a difference between writing a complaint for submission to the employer and writing an investigation fact sheet for the union`s file. The official complaint should only contain facts and a statement of complaint – unlike your “fact sheet” which is only for your use. Complaints must be dealt with. If an employee claims that there is a violation of the collective agreement, explain why this is not the case. A worker may think they have a complaint because they don`t understand the contract.

They may claim that they are entitled to paid leave, for example, if a careful reading of the contract shows that they do not have enough services to qualify. “Statement of Complaint: The union is grieving because management`s actions violate section 10.01 and/or any other clause of the collective agreement that may be applicable.