Milestone 1- 310

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School
Southern New Hampshire University **We aren't endorsed by this school
Course
MANAGEMENT HUMAN RESO
Subject
Management
Date
Oct 29, 2023
Pages
3
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Management Memo To: Management From: HR Analyst- Sharkena Robinson Subject: Union Grievance Date: 10/8/2023 I investigated the union representative's complaint in response to the director of human resources' request, and I found the following major issues: Breaking the rules of progressive discipline: The union representative asserts that by suspending the union employee for one day without pay for ending the shift early without permission, the corporate manager went against the agreed-upon progressive discipline process. Refused the right to representation: The union representative asserts that the union worker was denied the chance to invite another worker to the meeting in the manager's office. Opportunity to explain the reason for departing early denied: According to the union representative, the company manager did not provide the union employee the chance to explain the reason for leaving early. Unfair treatment: The corporate management implies that union and nonunion workers are not treated equally by saying that all nonunion employees would be suspended for the same issue.
Regarding how this issue differs in a union context and a nonunion one, in a unionized setting, the negotiated collective bargaining agreement must be adhered to, and any disciplinary action taken against a union employee must be compliant with the agreement's terms. However, in a non-union setting, the employer has more latitude in how they handle employee reprimands as long as they adhere to legal requirements and corporate guidelines. This complaint situation may have a substantial negative effect on employee confidence. Employees may lose trust in the management team if they believe the company is not abiding by the collective bargaining agreement, which could ultimately result in less productivity and more turnover. For instance, many union employees may believe that they would experience similar treatment by the business, which would sap their motivation and reduce their job satisfaction. The effect on employee interactions in other organizational HR departments is likewise substantial. There may be tension and mistrust between the management team and the union if it is perceived that the company is not abiding by the negotiated collective bargaining agreement. This could result in more grievances and complaints. Non-union workers could also believe that they are receiving unfair treatment and begin to doubt the company's intention of treating everyone fairly. The business runs a significant risk of failing to resolve this complaint. If the issue is not resolved, the union may take it to the next level, which could result in more complaints, possible legal action, and harm to the business's reputation. Additionally, if the corporation violates the
established collective bargaining agreement, it could incur further expenses including arbitration and legal fees. The employer should investigate the complaint thoroughly and take necessary action in accordance with the agreed collective bargaining agreement, according to the analysis presented above. By doing this, the business will show its dedication to treating employees fairly and sustaining good working relationships. Experts need to be highly motivated in order to deliver superior solutions. It is therefore required that you kindly upvote the response in order to keep motivation levels high.
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