Human Resource Analysis 2022

Running Head: HUMAN RESOURCE 0
HRMT

HUMAN RESOURCE 1
Memo
To: Assistant Deputy Minister
From: Mavia Sale, HR
Date: March 26, 2019
Subject: Commendations relation with employee discipline
BACKGROUND
It is often found that collective contracts and procedures can result in various sorts of
disputes between employee and management in the company. This leads to filling of many
grievances and it is a similar situation currently talking about. It was found that both
employee and manager comes shows lack of understanding as, during the shareholder
meeting, soft drinks and snacks were not provided by the employees considering the manager
expectations. However, there are some series of steps and procedures that must need to be
taken into accounting as it may lead organisation to face huge cost as if the matter is not
resolved, the case may be going to arbitration. The focus is required to develop to this query:
Is there a policy or collective agreement break by employee. If findings result in stating that
employee did breach collective agreement or policy, there can be imposed certain rational
discipline on the employee.
Choices to study for resolution:
1. Set back the order of discipline: The manager is inflexible that workers
disciplinary action leads to employee suspension for 3 days with salary loss and
also there will also be impact on personnel life of the employee. Hence, without
the intervention of senior management or third party, this matter is hard to be
resolved. If this disciplinary action is enforced by the management, it can be seen
as an irrational punishment for an unintended action and may lead to deterioration
of productivity and distressed of employee satisfaction.
2. Meditation – It includes the arrangement of taking note of both management and
union of employees so that to come upon an unbiased disclosure (Hopt & Steffek,
2013). However, it may not be considered the decision as finally given up by
mediator as they operate to regulate and simplify discussions to benefit both sides’

HUMAN RESOURCE 2
people to come on an acceptable contract on their own. This discussion can be
informal too and there is also low cost involved in the process enable both
management and union to come upon a conclusion by resisting from further
conflicts. However, the process may go longer if any of the party did not decide to
take out agreeable settlement and thus there will be no resolution with involving
wasting of money.
3. Conciliation: A conciliator is a setup allowing the respective parties to outline and
take a stand for the dispute in relation to grievance (Kilgour & Eden, 2010). It
enables the parties to listen from a neutral mediator to state both sides from their
outlook. The key goal of conciliation is to help and assist both union and
management with boost conversation with the planned end-result of each party to
come to an agreement at ease. However, there is a negative aspect also for
conciliation as only recommended decisions are given by conciliator. Neither
party is needed to agree upon the decision another time wasting money.
4. Arbitration: This is the last step taken out by both union and management when all
the above-mentioned processed is failed. An arbitrator is selected to reach to an
ultimate solution for settling the dispute (Stitt, 2016). The cost is also high in this
case of settlement. Considering this cast, it is $25, 000. Arbitrator analysis gives
all the relevant arguments and discussions with noting final and binding decisions.
This makes this option less desirable for both parties as it takes a lot of time and
cost (Stitt, 2016).
Recommended Option:
One of the best-recommended options is to inverse the employee discipline. Neither
the management, employee nor union want to face disturbing working environment and thus
it is necessary that all individuals work collectively to make the matter clear effectively and
within the organisation boundaries while considering the firm objectives. Bratton & Gold
(2017) also stated towards increasing the effectiveness of organisation while giving
importance to perception of shared purpose. In the long run, the organisation and
management will both be benefitted with open communication as it increases trust and
promotes respect. With regards to this, there can be fair day-to-day business if both unions
and management can team up ways to create the workplace effective for all the employees. At