HRM 310 7.1 Project Two Union Grievance

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1 7-2 Project Two Union Grievance Sarah Villanueva Southern New Hampshire University HRM: 310 Employe and Labor Relations Professor Valentine February 25, 2024

2 To: Director of Human Resources From: Sarah Villanueva – HR Analyst Subject: Employee/Labor Compliant Date: February 25, 2024 Memo : A union representative reached out to Human Resource to file a complaint against a management team member. It was stated how a management team member allegedly had violated the negotiated progressive discipline process when handling a recent HR incident. The complaint stated the union employee left early without permission from management and was suspended for one day with no pay. That employee was not able to explain their reasoning for leaving and was not given an opportunity for anyone else to be present in the manager’s office. The company manager is claiming everyone is being treated in the same way and the employee did turn down the opportunity to have someone present. Also, management is claiming how the employee spent 30 minutes explaining the story. Since management failed to reach out to Human Resources so they can contact a union representative to be present in the office there were no other witnesses. Therefore, this information could not be verified. Union vs. Nonunion When it comes to union employees, they have a collective bargaining agreement that all parties need to adhere to. The union will negotiate on behalf of the union employees for better pay, benefits, and workplace conditions. This will ensure fair and consistent treatment for the

3 union employees. In addition, for nonunion employees the company does have the right to decide salary, benefits, and any workplace rules but does need to be within the law. Nonunion employees do not have a collective bargaining agreement therefore there can be different disciplinary processes because there is no agreement for the nonunion employees. Employee Confidence When management violates the negotiated progressive discipline process this can impact on the employee’s confidence in the workplace. For instance, the employee and the employer’s relationship might have a negative impact causing a negative culture environment. Employees will no longer go beyond when completing their assigned duties which will impact employee productivity. Another example is the employee who feels their job might be at risk. This will affect employees’ morale or poor decision-making. All of the impacts mentioned will cause the organization to not be successful. Employee Relations It is important for human resources to manage and handle all complaints properly and thoroughly. Complaints need to be taken very seriously no matter how HR views them. If the complaint is more complex creating an investigation team will help dispute conflicts especially in this case because this conflicts involve an employee-manger. Human Resource should maintain confidentiality and have an open-door policy. This will help the employees to come and speak freely about the issues that are occurring. If this does not happen this can have a negative impact on employee relations by creating any feeling of lack of honesty, lack of communication, or lack of trust. Therefore, it is essential to enforce policies and be fair for both union and

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4 nonunion employees. By doing so the employees will be more loyal and engaged in their work, which will gain success for the business. Risk: In the case of the complaint being mishandled the company is exposed to risks. This may include the following:  Legal action may occur.  Employee turnover because employees are not happy.  More complaints from the union  Negative workplace culture  Out of business

5 Resources: Employee relations . BambooHR. (n.d.). https://www.bamboohr.com/resources/hr-glossary/employee-relations#:~:text=When%20it %20comes%20to%20employee,for%20everyone%20in%20the%20workplace . Mary Randolph, J. D. (2012, November 9). How to handle discrimination and harassment complaints . www.nolo.com. https://www.nolo.com/legal-encyclopedia/guidelines- handling-discrimination-harassment-complaints-29490.html#:~:text=If%20the %20complaint%20is%20mishandled,employee%20relations%20in%20the%20process . S. A. (Techstars. (2023, October 2). Tips for HR managers to effectively handle employee complaints . LinkedIn. https://www.linkedin.com/pulse/tips-hr-managers-effectively- handle-employee-complaints-saladafrica 6Q, T. (2022, April 10). 7 toxic factors that damage employee relations . The 6Q Blog. https://inside.6q.io/damage-employee-relations/#:~:text=Leading%20industry %20professionals%20determine%20that,factors%20that%20damage%20employee %20relations .

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