When a complaint is brought to an employer’s attention, the employer usually has a formal way to address the employee’s concerns and try to reach a resolution. Usually this formal means is called the grievance procedure. Effective collective bargaining arrangements for unionized workers typically include a specification of how disputes should be handled, such as arbitration or mediation. Many non-union employers often have structured processes for handling grievances and complaints from employees. The grievance procedure may be unique to the organization, but often involves a series of steps to attempt to obtain a resolution.
For example, many grievance procedures begin with the employee identifying where to initiate the grievance, such as with the employee’s direct supervisor, who must meet with the union representative to decide whether the grievance is valid (that is, if they determine a violation of the provisions of the collective bargaining agreement). or whether it is being misused). Of course, this is just one example, but this is often how complaint proceedings begin; This may vary at your workplace. In our example, after the supervisor and union representative meet and agree that the complaint is valid, they can take steps to resolve it. Even then, if the employee remains dissatisfied things may need to be escalated.
Again, collective bargaining agreements usually have specific steps that must be followed when filing a grievance—and even non-union workplaces often have formal mechanisms for handling and resolving grievances from employees. Collective bargaining agreements can be helpful for both parties to have a formal grievance handling and resolution process. Collective bargaining agreements define ways to report grievances and seek appropriate resolution without resorting to litigation. It empowers employers to settle disputes before such issues take the form of litigation.
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