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Human Resource Development Quizlet
Human resources planning and development
Grievance arbitration process
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*Currently, we have a four-step grievance procedure in place for all employee complains and grievances. Employees first discuss the complaint with immediate supervisor. If it cannot be resolved, they can submit a written complaint to their second level supervisor. If the employee is not satisfied with the solution, they can contact the HR director, in writing, within five days of step two decision. The next step is contacting the Vice President for their department, within seven days of the last’s step decision. The last step is submitting a written complaint to the CEO. A Grievance Review Committee will submit a recommendation to the CEO in order to make a decision. It seems as a long process but lately, there has been a growing number of …show more content…
Although it is higher than the national average, we are currently analyzing the root causes for this issue. As for employee tardiness and absenteeism, the past most common causes have been childcare, accidents, and sickness. We took the initiative to start offering childcare services, on campus, to our employees, to expand our healthcare coverage, and to reward those that do regular doctor check-up to prevent illnesses. As for turnover, we are spending a greater time hiring individuals to prevent a high number of turnover …show more content…
We give monthly violence awareness classes to all our employees in order to reduce verbal complaints. As for grievances, the recently updated website allows employees to search for the process and it is clearly explain for everyone to understand. Supervisors and above are being training to deal with grievances and complaints by giving them more resources and how to seek out additional information to solve as much grievances in the first step. In addition, by not allowing unions in the work environment, we are able to negotiate directly with employees with quarterly town halls and open suggestions to our board of directors and the
(Cheeseman2013) In the National Labor Relation Board v Shop Rite Foods case some employees of Shop Rite Foods of Texas elected a worker union as a Bargaining agent for a collective bargaining agreement for over 3 months the agreement was still not settled. Then ShopRite began to notice a lot of it merchandise being damaged in the warehouse. They determined that the damage was being intentionally being caused by dissident employees as a pressure tactic to secure concessions from the company in the collective bargaining negotiations.
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
There should be more aggressive and strict policies in cases like sexual harassment because it causes lots of trauma to the victim and as in this case the complaint was filed way later than the actual violation committed. There should be more supportive ways for all the individuals in an organization to report such cases with utmost confidentiality.
Nearly every aspect of law enforcement has a court decision that governs criteria. Most court rulings are the result of civil lawsuit towards a police officer and agency. However, currently, there is no law that mandates law enforcement driver training. When it comes to firearms, negligence by officers has resulted in a multitude of court rulings. Popow v. City of Margate, 1979, is a particularly interesting case that outlines failed firearms training by an agency. In this case, an officer chasing a suspect during a foot pursuit fired at the suspect, striking and killing an innocent bystander (Justia.com, 2017). The court ruled that the agency was “grossly negligent” of “failure to train” (Justia.com, 2017). As a result, nearly every agency requires annual firearms training and has written policy concerning the same. Officers must show proficiency in firearms use every year to maintain their certification. Many states even impose fines on officers for
A meeting has to be scheduled between the person who has raised the complaint of discrimination and the person against whom he has raised discrimination complaint. Opportunities must be given to both of the people to put forward their views. All these things must be happening in the presence of the management representative. The points discussed by both the people must be considered and appropriate action must be taken in this regard. The punishment levels also must be decided in the meeting itself, if it is decided by the management representative to punish any employee on the basis of racial
I work for a school district IT department that includes 43 employees. We have three administrators, two of whom directly supervise the 43 employees. I have worked in three different positions for the school district, two of which were in our department. Working in these different positions has given me the opportunity to see our department from a few different perspectives. It is my belief that our department has a problem with employee satisfaction and morale.
I would try to use collective bargaining firs to try to get everyone to come to an agreement on all of the issues. Management and unions need to come to a agreement so that the employees can be satisfied with their working environment. Each side wants their disagreements, complaints, and demands heard and acknowledged. There needs to be an agreement made and a labor contract made so that the agreement is legal. This contract states every thing that has been agreed on. Management tries to negotiate control over things like wages, hiring and firing of workers, and promotions. Maintenance needs to do what they can about resolved quickly before they decide to use labor tactics. These labor tactics could easily be turned into picketing and riots. These are some of the things that could destroy a resolution. It is important to have workforce diversity. (Ferrell, O.C., Hirt, J.A., & Ferrell, L.,
Workplace violence is a frustrating issue confronting businesses today. While more data on the reason for violence and how to handle it is getting known, there is frequently no sensible basis for this sort of behavior and, in spite of all that we know or do, fierce circumstances happen. No superintendent is resistant from working environment brutality and no manager can completely anticipate it.Workplace violence can cause many issues for a business, from extra expense, to how to deal with the problem, and prevent it from happening in the future.
Workplace violence is when conflict in the workplace is taken to an extreme. Goetsch (2002) states that about “1,000,000 individuals are the direct victims of some form of violent crime in the workplace every year” (p.129). With this information known it is important for supervisors to know how to reduce the risks and the contributing factors of workplace violence.
In today's fast paced, stress riddled work environment it is no surprise that the workplace can become a foreground for violence. Employers must be extra careful when hiring and firing employees and stay aware with what is happening in the work environment that surrounds them. Extra precautions must be taken to ensure the safety of all employees in the workplace. Too many times employers do not take the proper steps in preventing workplace violence and the consequences are disastrous. Violence on the job or even after hours can take a very negative toll on an entire business. In order to prevent danger in the workplace, employers must know how to identify potential violence and be familiar with the necessary steps to prevent it from happening.
In order for our organization to address arising issues with our employees, these issues must be addressed ...
According to her, conflict and changes can be managed with flexible mindset. She encourages to have periodic one on one meeting with the employees. Also, she stresses on frequent communication sessions/webcast with the leadership team to avoid any last minute surprises. There is also an employee grievance program where employee can report their woes anonymously or to any senior management which promotes transparency between the employee and employer.
When an employer is approached and informed of a grievance filing the first step should be to professionally accept the grievance. A mistake many managers make is to check the first step of the grievance. Whether or not you feel that a grievance has merit or not should not come into play upon notification. An important note is to remember that anything you say or anyway you respond will most certainly become a part of the grievance. By maintaining your professionalism, you’ll be inline to sufficiently handle the grievance. Look at two sample approaches below:
There are many laws protecting employees and employers against harassment and discrimination. Harassment and discrimination constitutes more than just race, color, and religion. However, employees fail to report harassment and discrimination due to the lack of knowledge about their rights. Three of the most important laws e...
Unnecessary conflict may be prevented through employee involvement and treating employees in a fair manner. Ethical employment practices, involving employees in decisions, and treating employees as valued organizational members all work towards a positive employer-employee relationship. Unfortunately, however, it sometimes becomes necessary for an outside party to help employers and employees resolve differences through processes such as mediation or arbitration. Taken together, positive engagement strategies and constructive resolution of differences help to develop relationships which support organizational performance and success.