Grievance Case Study

*Currently, we have a four-step grievance procedure in place for all employee complains and grievances. Employees first discuss the complaint with immediate supervisor. If it cannot be resolved, they can submit a written complaint to their second level supervisor. If the employee is not satisfied with the solution, they can contact the HR director, in writing, within five days of step two decision. The next step is contacting the Vice President for their department, within seven days of the last’s step decision. The last step is submitting a written complaint to the CEO. A Grievance Review Committee will submit a recommendation to the CEO in order to make a decision. It seems as a long process but lately, there has been a growing number of

Although it is higher than the national average, we are currently analyzing the root causes for this issue. As for employee tardiness and absenteeism, the past most common causes have been childcare, accidents, and sickness. We took the initiative to start offering childcare services, on campus, to our employees, to expand our healthcare coverage, and to reward those that do regular doctor check-up to prevent illnesses. As for turnover, we are spending a greater time hiring individuals to prevent a high number of turnover

We give monthly violence awareness classes to all our employees in order to reduce verbal complaints. As for grievances, the recently updated website allows employees to search for the process and it is clearly explain for everyone to understand. Supervisors and above are being training to deal with grievances and complaints by giving them more resources and how to seek out additional information to solve as much grievances in the first step. In addition, by not allowing unions in the work environment, we are able to negotiate directly with employees with quarterly town halls and open suggestions to our board of directors and the