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Effective Use of the Grievance Procedure for Settlement of Disputes
HR 586: Labor Relations
Instructor: Professor Virginia Beer
April 8, 2012


Conflicts may rise in the workplace how they are handled is critically important. In order to solve a dispute in the workplace there has to be a solution that makes sense when determining the facts. The best way to settle disputes is through a formal process called a grievance. In fact, every organization should have a grievance procedure established in order to ensure that every employee gets and/or reaps the same benefits. “Grievance Process is a step by step process an employee must follow to get their complaints addressed satisfactorily. In this process, the formal (written) complaint moves from one level of authority to the next” (McHugh, McHugh, & Nickels, 2005, p.370). The purpose of this process is to ensure the organization creates a working environment where employees may perform his/her duties to the best of their abilities as it relates to their assigned duties and responsibilities. In this paper, I will discuss the effective use of the grievance procedure for the settlement of disputes.

HR 586: Labor Relations
Course Project
I. Introduction

Grievances that can come into play in the grievance process usually depend on how they transpire. Grievances more times than not are usually job related and is a symptom of an underlying problem. The handling of grievances requires a great deal of communication between union officials and managers. Having representation by the union most times ensures an employee a fair and timely grievance process. The grievance process can mean something different to different employees because no two complaints have the same kind of issue. Whether expressed or not, a grievance is a feeling of dissatisfaction.
II. Literature Review
Many organizations today require employees to use a process called employee dispute...

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