University Labour Relations: Grievance and Management Report

This report examines a labour relations case stemming from a workplace incident involving discrimination and unequal opportunities, leading to an individual grievance. The report details the incident, identifies the type of grievance, and outlines the roles of the manager and HR department in addressing the issue. It provides recommendations for the manager, including meeting with the grievor and union representatives, thorough investigation, and gathering information from all parties involved. The report also includes a sample letter from the HR department to the manager, offering guidance on responding to the grievance and making recommendations for a detailed examination of the situation before making a decision. The report references several academic sources to support its analysis and recommendations.

Running head: LABOUR RELATION
LABOUR RELATION
Name of the Student:
Name of the University:
Author Note:

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1.The reason which resulted in the filling of the grievance is that discrimination was made
among the employees which lead to the lower rate of incentives to an individual. As a result of
this, the individual who got the lesser opportunity and finally lower rate of incentives. One of the
member of the organization accused the other for getting more benefits and this lead them to the
argument which ultimately turned into a bug fight within the office. The situation was being
witnessed by all the other members of the organization. The fight occurred during the working
hours of the office. It happened on 2nd January, 2020. When the manager saw that the fight is
taking a bad turn, the manager asked the individual to come to his room and he was being fired
because of harming the working environment of the office.
However, while talking with the individual, the individual reported a grievance to the
manager that is discrimination is being made among the employees of the organization which is
hampering the environment of the workplace. The type of grievance which is being complained
is called the individual grievance (Burchill, 2014). An individual grievance is considered as a
complaint that an action from that of the management have desecrated the rights of an individual
as it was being written in the collective agreement or in the law. Denial of benefits is one of the
example of the individual grievance. Since, the discrimination is being made here leading to the
lack of opportunities, this is considered to be an individual grievance.
2. The role of the manager are as follows:
 The significant role of the manager is to communicate with the employee, union and that
of the HR (Chambati, 2013).
 The second role of the manager of the manager is to understand the collective agreement
and even the policies of the workplace
 Investigation must take place when any form of dispute arises.

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 The manager must seek the suggestions from the Human Resources
 Certification of the issues, inquiries must be made about the performance of the employee
 Resolution must be made against the grievance.
The role of the Hr. are as follows:
 The significant role of the HR. is to support and advise the management during the
grievance.
 The perspective of the employers on the collective agreement and the policies on the
workplace.
 Proposal and discussion on the resolution must be made (Sanders, Cohen & Hardy, 2013)
 The manager must be assisted with the meeting preparation and the processes of writing
 Attend meetings of grievances with that of the manager (Thirkell, Scase & Vickerstaff,
2018).
 Ensurance must be made on the grievance settlements tends to preserve the integrity of
the collective bargaining process and no violation must be made on the collective
agreement (Turner, Clack & Roberts, 2017).
3. The recommendation or the advices that will be provided to the manager on the steps that must
be taken in order to respond to the grievance on the following occasions are as follows:
 Meeting with the griever and the representative of the union – The main purpose of the
meeting is for the manager to understand the cause and eradicate the problem from the
organization. (Gladstone et al., 2015)
The manager must meet up the griever in order to understand the matter of the grievance and
even try to understand about the issue . The manager must even try to understand the

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resolution that the employee is trying to seek to.. It is the duty of the manager to understand
the facts and finally take the recommendations from that of the Hr. department. The manager
must hear without taking any steps immediately.
After talking with them, the manager must talk with the HR.
However, the manager must investigate the matter by himself and take the necessary
actions.
The timeliness of the meeting should be maximum for one to two hours. The manager
here must acknowledge the fact that the employee has the right to grieve (Hardy, 2014).On
the other hand, the manager must respond to the griever verbally and finally start to
investigate the matter to decide on the final outcome of the problem
 Investigation and gathering of the information – in order to investigate, the manager must
first talk to the griever. However after speaking with the griever, the manager then must
hear the story from the perspective of the other.
On the other hand, the witnesses who were present during the time of the fight must also
be interviewed (Hart & Warren, 2015).
However, it must also be ensured by the manager that no disturbance is made in the
working of the organization.
7 days to 15 days must be taken in order to investigate the purpose. The representative of
the union as well as all the employees who have witnessed the fight must be interviewed
(Holst, 2014). On the other hand, it is to be noted all the employees and the supervisors to be
interviewed in order to identify the main depth of the problem as well (Mezzadri &

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Srivastava, 2015) The questions that must be asked by the manager during the time of the
investigation are as follows – the first question that must be asked is that when the fight did
took place? The second question that must be asked by the manager is that who initiated the
fight? The third question that must be asked by the manager is that is the other opponent
equally guilty? The fourth question that must be asked is that is there any form of
discrimination made among the employees in the workplace? The fifth question that must be
asked is that what are the problems that you are facing while working for the organization?
Identification of the inconsistencies in the workplace must be identified and prevented so that
it wont get repeated again in the future in the operations of the organization (Lüthje &
Butollo, 2017).
 Two recommendations or advice that will be provided to the manager are as follows:
1) To listen to the grievor and conduct a meeting with the representative of the union but
not rush to take any form of actions before investigation.
2) the members who all witnessed the fight must be interviewed or surveyed in order to
go to the depth of the situation and finally a meeting must be held with the HR.
department for consultation and coming up with better solutions.
The letter is being sent to the manager in charge of the organization from the HR. department.
January 3, 2020.
Mr John Gomes,
Title :Grievance Response
Address: 1010 easy street

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City:Ottawa/K1A 0B1
Respected sir.
This is in response to the grievance that was being filed on 2nd January, 2020. Where
complaint was being made that the employees tends to get unequal form of opportunities
within the workplace which leads to the lesser opportunities of some of the members. I have
enquired about the grievance that have taken place. However, I would like to meet u in order
to have a face to face conversation with u.
It would be a recommendation to you to talk with the employee as well as the other
employees in the organization for having a detailed investigation of the subject that is the
discrimination that is being conducted in the workplace. It is further recommended to talk
with the union representatives in order to come to the right conclusion before making the
proper decision. It is very significant to have a detailed examination of the grievance before
coming to a conclusion as it will lead to the wrong choice of the decision.
I hope it will help you in solving the problem and coming to a better solution of the problem
that have occurred recently.
Best regards,
Joe Gomes,
HR. Department.

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References
Burchill, F. (2014). Labour relations. Macmillan International Higher Education.
Chambati, W. (2013). Changing agrarian labour relations after land reform in Zimbabwe. Land
and agrarian reform in Zimbabwe: beyond white-settler capitalism, 157-193.
Gladstone, A., Wheeler, H., Rojot, J., Eyraud, F., & Ben-Israel, R. (Eds.). (2015). Labour
Relations in a Changing Environment: A Publication of the International Industrial
Relations Association. Walter de Gruyter GmbH & Co KG.
Hardy, S. (2014). Labour Law in Great Britain. Kluwer Law International.
Hart, S. M., & Warren, A. M. (2015). Understanding nurses’ work: Exploring the links between
changing work, labour relations, workload, stress, retention and recruitment. Economic
and Industrial Democracy, 36(2), 305-329.
Holst, H. (2014). ‘Commodifying institutions’: vertical disintegration and institutional change in
German labour relations. Work, employment and society, 28(1), 3-20.
Lüthje, B., & Butollo, F. (2017). Why the Foxconn model does not die: Production networks and
labour relations in the IT industry in South China. Globalizations, 14(2), 216-231.
Mezzadri, A., & Srivastava, R. (2015). Labour regimes in the Indian garment sector: capital-
labour relations, social reproduction and labour standards in the National Capital Region.
Sanders, T., Cohen, R. L., & Hardy, K. (2013). Hairdressing/undressing: Comparing labour
relations in self-employed body work. Body/sex/work: Intimate, embodied and sexualized
labour, 110-125.

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Thirkell, J., Scase, R., & Vickerstaff, S. (Eds.). (2018). Labour relations and political change in
Eastern Europe: A comparative perspective (Vol. 39). Routledge.
Turner, H. A., Clack, G., & Roberts, G. (2017). Labour relations in the motor industry: A study
of industrial unrest and an international comparison (Vol. 10). Taylor & Francis.