please resond to these statements please be detailed and please respond in actual statements numbered 1 -3

1.Discuss two reasons grievances might be filed, furnishing examples of these reasons other than those found in the text.

One reason a grievance might be filed is to protest a contractual violation. A labor agreement cannot incorporate all the unique situations that may arise when negotiating the terms. This sometimes leads to interpretation issues to those who need to administer this agreement on a daily basis.

An example of a contractual violation could be in the form of employee benefits. If an employee believes they are entitled to a rate increase but were denied an increase, this could potentially be to the interpretation of the labor agreement. If rate increases in a labor agreement are not specific this could lead to employees believing that a contractual violation occurred.

The second reason a grievance could occur would be to draw attention to a specific problem. Unions often draw attention to problems and hopes of setting the stage for future labor agreement negotiations. Employees file grievances whenever the supervisor engages in bargaining work no matter how minor the activity may be.

A specific example was when I witness a general foreman, who is not a union member, cleaning up debris on a road to clear it faster. The general foreman needed to get the road back open as soon as possible, but in doing so he was taking away work from the bargaining employees. This led to a grievance filed by an employee even though the general foreman had good intentions. NW

2.After reviewing Exhibit 11.11, Would you rather work as an employee in an environment of labor arbitration or employment arbitration? Why? Why not?

After reviewing Exhibit 11.11, I would prefer to work as an employee in a labor arbitration environment rather than an employment arbitration environment, especially during acceptability, where a neutral selection is made rather than an employer-made selection, which I believe is much fairer. Furthermore, when a decision is made through labor arbitration, you are more likely to receive a favorable decision if a union represents you. In contrast, employee arbitration is less likely to produce a favorable decision.KW

3.Chapter 12, Question 6 -Assume you are in charge of establishing a training program for supervisors in administering discipline. Based on the supervisor's potential role in the disciplinary process, formulate and discuss three major principles you would stress in this session.

The first major principle I would stress to supervisors is consistency. Constituency in rulings regarding various employees keeps things fair and prevents employees from feeling targeted by their employers. Status, seniority, and friendships must not be allowed to dictate rulings if rules are to be taken seriously by employees. The second principle I would stress is communication. Performance issues must be clearly explained to employees and given fair opportunities to improve after being given official warnings. These warnings must be documented to ensure things proceed smoothly if the situation escalates. Finally, I would encourage the principle of warning systems that give employees opportunities to change their behavior. Unless there is an extreme case, jumping into termination is harsh and unproductive. Verbal warnings, written warnings, and strike systems are essential to keep employees accountable without damaging morale or making others fear for their jobs.IN