Conduct a critical analysis to the RESPONSE, listed below, (IN BOLD), In no less than 200 words. Must demonstrate clear, insightful critical thinking.

Here is the response:

According to the course text, there are four steps in the grievance arbitration process. We will start with the first step in the process. Explaining the first step in an employee-initiated grievance, Noe et al. (2023) wrote, Employee discusses grievance with supervisor. Union steward and employee may discuss problems orally with supervisor. Union steward and employee decide (1) whether the problem has been resolved or (2) if not resolved, whether a contract violation has occurred (p. 653). This seems logical, but sometimes when an issue has occurred, some people will just not say anything which typically allows something bad to get worse.

Noe et al. (2023) explain the second step in the following manner: The grievance is put in writing and submitted to the production superintendent or other designated line manager. Steward and management representative meet and discuss grievances. Managements response is put in writing (p. 653). Putting the grievance in writing is crucial to these procedures. After the employee has submitted the grievance in writing, they then proceed to the third step which according to Noe et al. (2023) is as follows: Grievance is appealed to top line management and industrial relations staff representatives. Additional local or international union officers may become involved in discussions (p. 653). As one can see this means that the grievance starts getting the attention of management. The fourth step is where some decisions are made.

Explaining step four, Noe et al. (2023) wrote, Union decides on whether to appeal unresolved grievances to arbitration according to procedures specified in its constitution and/or bylaws. Grievance is appealed to arbitration for binding decision (p. 653). This is where the employee and those representing them decide how they will proceed with anything they feel is not resolved.

Knowing and understanding exactly what arbitration is will be vital for all employees. The following is how Noe et al. (2023) explained arbitration: A procedure for resolving collective bargaining impasses by which an arbitrator chooses a solution to the dispute (p. 651). An important facet of arbitration to keep in mind is that it is binding.

I have had a lot of experience with the grievance arbitration process. Although the process was known by different terms it was the same concept. I cannot think of one that was not resolved with a positive outcome for all. Our process was different in that from the time the grievance was submitted we typically had 48 hours to reach a resolution. One additional element that I added was that 30 days after the grievance was closed, I would personally meet with the employee that submitted the grievance to ensure that they in no way felt any retaliation due to their grievance.

References

Noe, R., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2023). Human resources management: Gaining a competitive advantage (13^th ed.). McGraw-Hill.