New | New | Nor Kitch |20 Clear | 83 Posts |NJ Get C Til Modi DI F X| HRM | HRM| 9 Inten | a goog a goog Solv| M Inbox| @ Homi| + C https://learn.snhu.edu/d21/le/content/1427614/viewContent/27774489/View Directions In the first part of this project, you will look at the employee complaint and draft a memo to management that outlines the issues and your recommendations for resolution. Refer to the Management Memo Guidelines located in the Supporting Materials section for guidance Consider the scenario to begin your work. Identify key issues in the complaint and determine how the situation may differ for union and nonunion employees. Discuss the ramifications for the company from both a union perspective and a general employee-confidence perspective. Describe any risks that the company might face if they do not address the complaint. In the second part of this project, the investigation of the complaint is underway. To begin, you will need to identify the role that HR will pla the process. Your next step would be to draft questions for use in interviews with management to get the right information about complain Discuss how your questions would promote the intended outcome as well as the ramifications if the right questions are not asked. Next describe ways in which your questions may need to differ depending on the level of management you are interviewing. Lastly, provide your recommendation for appropriate communication methods to demonstrate that union and nonunion employees are being treated fairly and equitably. Refer to the Investigation Process Guidelines located in the Supporting Materials section to guide your submission. Specifically, you must address the following rubric criteria: 1. Union Grievance A. Key Concerns: Identify the key concerns of the employee complaint: B. Union vs. Nonunion: Discuss how this situation differs in a union and nonunion environment. C. Employee Confidence: Describe the potential impact that the complaint situation will have on employee confidence. Provide example to support claims. D. Employee Relations: Explain the impact on employee relations in other areas of HR within the organization. E. Risk Potential: Discuss the risk potential for the company for failure to address this complaint. 28.F Sunny Q Search asC 144 insert 2 & A alt1 6 New | New |~ (Nor | Kitch | 20 Clear | 83 Posts NJ GetC I' Modi F X |[ HRM| [ HRM| 9 Imen/ Q googl a googl / 1Soiw / M Inbox/ C Homi| + X F C https://learn.snhu.edu/d21/le/content/1427614/viewContent/27774489/View 1. Union Grievance A. Key Concerns: Identify the key concerns of the employee complaint. B. Union vs. Nonunion: Discuss how this situation differs in a union and nonunion environment. C. Employee Confidence: Describe the potential impact that the complaint situation will have on employee confidence. Provide examples to support claims. D. Employee Relations: Explain the impact on employee relations in other areas of HR within the organization. E. Risk Potential: Discuss the risk potential for the company for failure to address this complaint. 2. Investigation Process A. Role of HR: Explain the role of HR in the complaint-resolution process. B. Interview Questions: Develop 4-5 interview questions used in employee complaint resolution issues. . Consider questions that would make the most efficient use of interview time. i. Consider the use of open-ended vs. closed questions. C. Stakeholder Communication: Explain how interview questions may differ for supervisors, managers, and executives. i. Determine who should ask questions and when conflicts of interest are a factor? ii. Discuss the importance of asking the right questions to the right audience providing specific examples to support your claims. D. Employee Communication: Recommend the appropriate communication method for all employees to demonstrate fairness among union and nonunion employees. 28 F Sunny Search 12/5/2023 144. insort pri sc backspace W S pause N IN alt alt