Grievance Procedure

Upholding law and order one a basic request for the realization of sustainable social and economic development in the community. In an organizational environmental environment, there are set procedures which serve as a guideline to the reporting and resolution of grievances by employees. Some opponents of the effectiveness of grievance procedures claim that its serves to the speedy resolution of employee concerns by the management due to the high levels of bureaucracies such involve.

However, given the existing laws defining company and labor union structural organization, typical grievance procedures are effective as the aid in qualifying the legalities of collective bargaining practices by employees. The author of this essay gives an argument in support of the thesis that a typical grievance procedure is effective in aiding the sustainable resolution of employer-employee conflicts. There are numerous reasons why grievance procedures are important in an organization. First is the concept of organizational structures.

True to the word, organization, particularly large corporations are comprised of numerous functional divisions. This are deemed important for ensuring effective decentralization and coordination of company duties for the sustainable realization of efficiency in the organization. Still, employees are usually governed by group or team leaders who are legally recognized by the company management. Based on this reasoning therefore, having grievance procedure serves the purpose of mitigating conflict of interest among the various stakeholders in the company leadership ladder.

Such also have the implication of enhancing the sense of respect for leadership by the workforce, a move that factors greatly in promoting cooperation and interpersonal relations in the organization. Another reason why grievance procedure is important is the question of union presence in an organization. According to the available labor laws governing the formation and operations of employee unions, such unions should seek to ensure peaceful collective bargaining in resolving employer-employees conflicts. Indeed, the purpose of the National Labor Board is to engage employees and employers in conflict arbitration process.

Therefore, failure by a unionized workforce to adhere to the underlying procedural provisions for giving grievances negates the legality of such grievances. Also to be considered here is the fact that individualistic approach to grievance forwarding in an organization has been termed as a source of discriminative employment practices in an organization. On the other hand, procedural employee conflict has been sufficiently blamed for threatening the sustainable productivity and thus economic development of an organization.

Due to lack of leadership and guiding laws and regulations, this form of grievance presentations finds its success in causing operational crisis as well as leading to property damage. Therefore, grievance procedures are an effective and reliable form of conflict resolution in an organization. The legality of collective bargaining is a vital concern for upholding grievance procedures in an organization. According to the provisions of the labor laws of the United States of America, labor conflict case is only admissible in the law courts if such are qualified by written and signed documents by the workforce to the employer.

Such are found to find a reasonable cause for claiming failure by an employer to address the concerns of their employees. Thus, without a typical grievance procedure, the fair and just resolution of employer-employees conflict might not be a reality. Infringement of the law by any party involved in a contract agreement is subject to legal proceedings. Based on this reasoning, failure by one of the parties to adhere to the legal provisions for grievance presentation is no doubt a source of liability on their side.

According to available statistical information on court decisions on employee conflicts, most cases have been struck down by courts based on illegalities issues. This has the implication that by advocating for non-procedural grievance presentation and resolution practices, employees remain the main losers in workplace conflicts. As an emphasis on this claim is the question of employee job security. The employment agreement signed between the employee and the employer contains binding terms and conditions which must be upheld by both parties.

Grievances that are not reflective of the underlying procedures can only amount to violation of employment contract between the employer and employee. Indeed, this has been evidently established that such practices are a leading reason behind the firing of employees in an organization. Just to be appreciated is the fact that such dismissals from job find not legal remedy, a factor that amounts to loss of employment and even risk legal liabilities. In conclusion, grievance procedure is quite instrumental in ensuring the harmonious and sustainable resolution of workplace conflicts.

This has been closely attributed to the fact that it serves to ensure the legality of such grievances as defined for under the labor laws of the nation. Just to underscore is the fact that this is quite crucial for the realization of fairness and justice for both employers and the employees. This is because it serves to mitigate occurrence of unwarranted work boycotts by workers as well as protecting the job security of the employees. Therefore, it is logical to claim that, a typical grievance procedure is effective in aiding the sustainable resolution of employer-employee conflicts.