UNION GRIEVANCE CASE

Union Grievance Case

Union Grievance Case

Who do you think is right - Jones, the labour relations specialist, or Smith, the staffing officer? How would you assess the strengths and weaknesses of both recommendations?

Ans. Smith right here as he's trying to save the jobs of those other workers who might lose their job just because of his miscommunication with Tyson. He is now trying to say that he advised the only fair solution since, if the positions were re-opened and advertised, the two incumbents (Delgado and Jackson) might lose their jobs.

Further, he is convinced that the HR office will lose all credibility with management if the positions are re-opened and advertised, and that the child development centre could lose two good employees while on the other side Jones id going a bit professional as he's trying to resolve things at his end by following the company rules and regulation and similarly, on the same hand he's trying to save the company from a bad publicity and advertisement.

Here Smith's statement can be taken strongly as' he's trying to save the employees job and the company's impression in the corporate world on the other hand Jones is just worried about the company reputation.

Who should take the responsibility for redressing the grievance - your office or management? What advice do you have to redress the informal grievance?

Ans: I think that the management should take the responsibility for redressing the grievance as they manage the rules and regulations and different policies around the office.

situations of secondary misconduct or unsatisfactory performance are usually best administered with informally. A calm word is often all that is needed to advance an employee's perform or performance.

The informal approach may be particularly helpful in small firms, where problems can be administered with rapidly and confidentially. There ...