Case Study – Disputes in Unionized Work Places

The Likely Thing to Happen After Jim Reports the Dispute to Employee Union 

Upon Jim, writing the grievance and handling it to the union officials, the union would call a meeting and invite him. Through the meeting, it would be possible for the union to interrogate Jim about his concerns. The employee would get an opportunity to explain what makes him feel discriminated in the company. The situation would help the union to understand the issues that need addressing and its appropriate resolution. However, the union would ask Jim whether he reported to his immediate supervisor and head of departments. Grievance resolution relies on a systematic approach and a grievant must follow the steps prior to reporting the case to higher authorities (Colvin, 2012). When the union notes that Jim failed to follow the required protocol, they would guide him on how to pursue the case without ignoring any step. The situation would make it possible for Jim to get help even without engaging the union especially if he approaches head of department who has authority over the supervisor and his colleagues. 

Important Steps in Resolving the Dispute 

In resolving the dispute, the first step is making an oral complain to the immediate supervisor (Colvin, 2012). In the case, Jim seems to understand this protocol and thereby approaches Bob for help. When Jim notes that Bob does not offer any help, the next step should be giving a written grievance to the head of department. The manager in charge of the department should then offer a written response to the aggrieved. The head of department needs to call a departmental meeting and invite the complaint to give his accounts (Colvin, 2012). However, if the manager fails to offer help within stipulated days as guided by their company policy, he needs to write to the union representatives. At this step, the labor/employee relations union should offer a solution to the problem. However, if no solution is available the written grievance goes to department of human resource (Colvin, 2012). The department should offer a remedy to the problem and make Jim feel part of the organization and call employees to discuss about needs for teamwork. In an event that the issues challenge the HR Department, it goes to the managing director who gives a determination on the issue. 

How HR Can Get the Root Cause of the Problem 

As a HR, it is important to understand why an employee feels he is discriminated in the workplace through conducting an interview with the grievant (Kari et.al. 2017). It is also important to understand the duration of the problem and possible factors that contribute to such behavior. Through the inquiry, the HR gets a basis for developing a solution and engaging other employees on company policies about discrimination. Further, the HR requires calling the immediate supervisor to understand why he ignores the concerns of the employees. Indeed, the supervisor needs to offer solution to employees’ differences before they reach the HR office (Kari et.al. 2017). Additionally, the HR needs to call Ted to inquire why he refuses to assist his colleague. Through the inquiries, it becomes possible for HR to know how to address need to embrace company policies for all the employees. The resultant would be reduction in disputes and enhancement of employees’ productivity through teamwork. 

References

Colvin, A. J. (2012). American Workplace Dispute Resolution in the Individual Rights Era. International Journal of Human Resource Management, 23(3), 459-475.  Retrieved January 23, 2019, from: http://web.a.ebscohost.com.ezproxy.trident.edu:2048/ehost/pdfviewer/pdfviewer?vid=1&sid=6d6fd42c-c58d-408d-9849-f70dd44a91a2%40sdc-v-sessmgr02 

Kari, E., Reidar, M., Valvatna, E. S. et.al. (2017). Ethical Infrastructure and Successful Handling of Workplace Bullying. Nordic Journal of Working Life Studies, 7(1), 37-54.