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Explain the process of grievance arbitration. What are your experiences with this process?
To first understand the grievance process, one must acknowledge what occurs before the grievance. When an employee either violates the rules of the organization or portrays unacceptable work behavior and performance, disciplinary action must be made by that employee’s manager. This disciplinary action can include termination of the employee’s job. If that employee feels as though they were wrongly terminated, then that employee can appeal the organization’s decision with the help of a union steward. The union steward and ex-employee, then, can file a grievance. The upper management looks over the grievance and makes their decision. The lasts step of this process is called the grievance arbitration. Rue, Ibrahim, and Byars describe grievance arbitration as “the process whereby the involved parties voluntarily agree to settle a dispute through the use of an independent third party” (Rue, 2016). The third party is known as the arbitrator and helps settle the unresolved grievance disputes.
I personally do not have any experience of the grievance process; however, I do believe the grievance process is important to protect employees if they are terminated unfairly. Also, it gives management a chance to make sure, through pre-disciplinary process, if they are treating employee issues and the history of those issues fairly and without any bias.
Rue, L. W., Ibrahim, N. A., Byars, L. L., & Byars, L. L. (2016). Human Resource Management. New York: McGraw-Hill Education
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