Employee Grievances and Labour Relations: Analysis and Resolution

This essay provides a detailed analysis of employee and labor relations, focusing on grievance processes and alternative dispute resolution methods. It examines scenarios involving an employee, James, who alleges improper termination and explores the steps he can take to file a grievance, inc...Read More

EMPLOYEE AND LABOUR
RELATIONS

TABLE OF CONTENTS
MAIN BODY...................................................................................................................................3
Scenario A...................................................................................................................................3
Scenario B...................................................................................................................................4
Scenario C...................................................................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

MAIN BODY
In the highly competitive world it is very necessary for the companies to maintain good
relation with the employees of the company. Managing the employees in company is necessary
as if they will not get their needs satisfiing then they will leave the company and will switch over
to some other similar companies (Strauss & McGrath, 2017). Thus, the present essay will discuss
the grievance process which can be followed by employee for its improper termination. Also, the
alternative methods which are available for the employees will also be demonstrated.
Scenario A
In the present case, the employee alleges he is being terminated on improper basis and
reasons thus, here the employee James can file its grievance in accordance to the laws of
employment. For this it has to undergo a process of filing the grievance and arbitration process.
The process starts with discussing the problem with the immediate supervisor and if the
problem is not addressed by this discussion then the process is taken further to next step that is
the employee provide a written complaint to the senior manager other than immediate superior
(Thompson & Smith, (Eds.) 2017). This written report need to be submitted within 7 business
days from first meeting. After getting the written issue by James the senior management of
company takes a meeting with James and tries to understand all the issues faced by James. Also,
here a shop steward is hired by James who will deal with the senior management on behalf of
James. This is majorly because here James can properly explain all the wrong reason on which
he was terminated from its job .
After the meeting with shop steward, the senior manager try to investigate about the
complaint of employee and find that whether James was present at workplace or was coming late
to the office. After all the investigation the next step is to document the decision which the senior
manager has taken for the present case of James (Canada: employment and labour law, 2019). In
the end the decision is being shared by the senior manager with other employees as well. This
decision is being shared by other employees because of the reason that they will not do the same
mistake which is being done by James.
The company need to solve this grievance in proper manner so that other employees does
not get influence with James and start coming late to the company. This is majorly because of the
fact that if James is coming late and no action is taken against them then other employees will be

influenced to come late to office. Hence, this is necessary that company resolve this issue at top
priority (Kadiri & JIMOH, 2017). The major impact of this will be on goodwill of company
because of the reason that if the case of James will not be addressed then other employees will
also come late to the office. In the present case there is issue of collective agreement as the
decision of terminating James was not right for which he filed a grievance process. Also, the
termination was unjust as James was not given a chance to share his viewpoint relating to
coming late to the office. The recommendation to Write Way Stationery company is that they
must educate all its employees to come to the workplace on time. Thus, this will help the
company and the employees in knowing the importance of time in making the work effective and
efficient by the companies as well as employees (Salmerón-Manzano & Manzano-Agugliaro,
2017).
Scenario B
Here in this case after the grievance process not being successful it is advisable to involve
a third party. This is necessary because of the reason that third party will not be bias in taking the
decision in appropriate manner. This is majorly because of the reason that third party is not at all
interested in the advantage of any one of the party whether be it company or be it James. Rather,
the main focus of third party is doing justice and protecting the sufferer. Thus, for present case of
James the third party involved in the trade union. This is major because of the reason that they
are not interested whether James is right or Julie rather they just want to solve the issue so that
the working of the company goes on smoothly (Guerin, & Barreiro, 2016).
Rather, they just want that the image of company does not deteriorate, so they will not
spread injustice among the employees of the company. The owner will take the final decision
that whether James need to be terminated from the job or not. The alternative step is to give a
second chance to the employee that is James because of the reason that this will help the person
in getting knowledge relating to their mistakes and then learn back form the mistakes.
The alternative available for this case is consulting a grievance handler of other company.
Another recommendation is to go for Alternative dispute resolution which includes mediation,
negotiation and arbitration for some solution.
Scenario C
Even after sometime of collective bargaining then also no decision is being taken and
hence for this the company need to apply pressure over the employees of company so that they

work in proper manner. This can be in many different forms and types and will motivate the
employees in applying pressure and then getting the work done. The union and the trade team all
are supporting the employee that is James in order to get justice. But it is the fault of the person
itself that they do not come to the work on time. Thus, this has impact over the whole working of
company. This is majorly because of the reason that union is the combination of people who
work in welfare of company.
Here in this case the trade union and employees have to negotiate over the terms of
working in successful manner. This negotiation will help the company in reaching a conclusion
which will be beneficial for both the parties. Hence, this will be beneficial because of the fact
that here the policies are being formed by keeping in mind the benefit of both the parties after the
process of negotiation.
Thus, creating pressure over the union will create some pressure on the people in getting
justice from the company if the company is in fault. This step includes going on strike or lockout
or work stoppage by the company (Blyton, 2017). This step will restrict the employee in getting
the updated terms and condition of the company. Hence, it is very necessary for the company to
create pressure over the employees within the company and come to time office from tomorrow.
CONCLUSION
In the end it can be concluded that managing employee and labour relation and laws are
very necessary to be maintained by company. This is necessary because if the employees will not
be happy and safe then they will not work in effective manner. Hence, for this adherence to the
employment and labour law is very necessary for all companies to follow. This is necessary
because if good relation will be maintained by the company and among the employees then the
work of company will be managed in successful manner.

REFERENCES
Books and Journals
Blyton, P. (2017). Time and labour relations. In Time, work and organization (pp. 105-131).
Routledge.
Kadiri, I. B., & JIMOH, A. L. (2017). TALENT MANAGEMENT AND EMPLOYEE
ENGAGEMENT: A STUDY OF GUARANTY TRUST BANK IN ILORIN
METROPOLIS.
Salmerón-Manzano, E., & Manzano-Agugliaro, F. (2017). Worldwide scientific production
indexed by Scopus on Labour Relations. Publications. 5(4). 25.
Strauss, K., & McGrath, S. (2017). Temporary migration, precarious employment and unfree
labour relations: Exploring the ‘continuum of exploitation’in Canada’s Temporary
Foreign Worker Program. Geoforum. 78. 199-208.
Thompson, P., & Smith, C. (Eds.). (2017). Working life: renewing labour process analysis.
Palgrave Macmillan.
Guerin, L., & Barreiro, S. (2016). Essential Guide to Federal Employment Laws. Nolo.
Online
Canada: employment and labour law. 2019. [Online]. Available through:
<https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/canada>