Explain Two Grievance Procedure Policies

1.Open door policy:
Under this policy, the aggrieved employee is free to meet the top executives of the
organization and get his grievances redressed. Such a policy works well only in
small organizations. However, in bigger organizations, top management executives
are usually busy with other concerned matters of the company. Moreover, it is believed that open door policy is suitable for executives; operational employees may
feel shy to go to top management.

2.Step ladder policy: Under this policy, the aggrieved employee has to follow a step by step procedure for getting his grievance redressed. In this procedure, whenever an employee is confronted with a grievance, he presents his problem to his immediate supervisor. If the employee is not satisfied with superior’s decision, then he discusses his grievance with the departmental head. The departmental head discusses the problem with joint grievance committees to find a solution. However, if the committee also fails to redress the grievance,
then it may be referred to chief executive. If the chief executive also fails to redress
the grievance, then such a grievance is referred to voluntary arbitration where the
award of arbitrator is binding on both the parties.
A Typical Grievance Process In a union environment, a typical grievance procedure
begins with an employee presenting a problem to his or her immediate supervisor
within a certain time period after the offending event has occurred. The supervisor
then has a set amount of time to either respond or send the grievance on to be addressed by the head of the department. At this point, a union representative enters
the negotiations on behalf of the employee. If the situation is still not resolved, the
grievance continues up the chain of command to the plant manager and the president of the local union. If the labor union fails to follow the procedures at any
point, the contract usually specifies that it must drop the grievance. Conversely,
the company is usually obligated to resolve the grievance in the employee’s favor
if management fails to follow the procedures outlined in the collective bargaining
agreement. If the situation still cannot be resolved, the final step in the grievance
process is for both parties to present their side to an arbitrator. The arbitrator’s role
is to determine the rights of both parties under the labor agreement, and his or her
decision is usually final. The labor contract generally specifies the type of arbitrator
used, the method of selecting the arbitrator, the scope of the arbitrator’s authority,
and the arrangements for the arbitrator’s payment. A potential intermediate step involves presenting the grievance to a mediator, whose job is to help the parties solve
their own differences before they reach the formal arbitration phase. Mediation is
usually less time consuming and expensive than arbitration. In addition, the mediator may be able to teach the two parties dispute resolution skills that may be helpful
in solving future problems.

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Titany answered the question on December 3, 2021 at 07:09