Grievance And Arbitration

756 Words2 Pages

Grievance and arbitration processes are very effective. Even a non-union employee has substantial rights under the LMRA. Under the LMRA, a non-union employee can participate in workers activities such as strikes and picketing, join a union or bargain collectively through representative of their own choosing. Further, under the Labor-Management Relations Act, an employee can bargain with employers, distribute union literature, and not be discriminated against for union-related activities. Employees are protected by the Labor-Management Relations Act against eves dropping on employee's union activities. Employees have the right not to be banned for union-related activities, not be asked about past union activities, and discuss their grievances …show more content…

This is irrespective of whether a person is a union member or not. This duty of the unions arises out of the NLRA under which the unions hold exclusive representative status. The union is required by the NLRA to serve the interests of all employees without hostility or discrimination, that discretion be exercised in good faith and honesty, and that the union should not act arbitrarily. If the union follows some basic principles in grievance handling then, failure to represent charge will not hold against it.
The grievance and arbitration processes are very effective methods. A grievance is a claim made by an employee that she is adversely affected by the misinterpretation or misapplication of the company's policy. The grievance procedure is usually put in place by the employer and is included in the collective bargaining agreement. Collective bargaining agreements include procedures for filing and resolving grievances. Under a union environment, there is an interaction between the employee, the employer, and a union …show more content…

Binding arbitration is labor arbitration where both parties have agreed to accept the ruling of the third party or Arbitration Company. There are clauses included in the agreement that enable the resolution of labor disputes quickly. There are three types of issues that are submitted for arbitration: dispute, grievance, and changes in the labor agreement. The arbitration is a very effective method of solving grievances or other labor disputes. It is relatively less costly, fast, and considers all evidence available. More importantly, its proceedings are confidential; arbitrators are experts in their fields, and the process is relatively informal. The award of the arbitration is final and is binding on each of the three parties. This brings a closure to the

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