Relevant bibliographies by topics / Grievance procedures

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Reports

Academic literature on the topic 'Grievance procedures'

Author: Grafiati
Published: 4 June 2021
Last updated: 28 July 2024

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Journal articles on the topic "Grievance procedures"

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Bohlander, George W. "Public Sector Independent Grievance Systems: Methods and Procedures." Public Personnel Management 18, no. 3 (September 1989): 339–54. http://dx.doi.org/10.1177/009102608901800307.

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This research examined public sector independent grievance procedures in twenty-two agencies in the Southwest United States. Non-union grievance systems are championed as a way to equitably adjudicate employee problems while additionally fostering agency objectives and lessening the possibility of employee legal suits. Content analysis was used to determine the purpose of grievance programs, grievable issues, employee representation, neutral third-party resolution of cases, and different grievance systems and their methodologies. Based upon study findings, suggestions are offered to implement or improve a current grievance program.
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Dosanjh, Kash, and Adam Bernstein. "An employer's guide to grievance procedures." Nursing and Residential Care 25, no. 5 (May 2, 2023): 1–4. http://dx.doi.org/10.12968/nrec.2023.0009.

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Phiri Kuleti, Elizabeth. "Sources of Employee Grievances: Procedures and Employee Job Satisfaction among Seventh-day Adventist Institutions in Malawi." Pan-African Journal of Education and Social Sciences 3, no. 2 (December 29, 2022): 13–24. http://dx.doi.org/10.56893/pajes.2022-v3i2.211.

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In the workplace, complaints and concerns arise from time to time. Organizations must have an effective grievance-handling mechanism to address such issues. This study aimed to assess the sources of employee grievances, the current procedures for handling grievances, and their relationship with employee job satisfaction in selected Seventh-day advisory institutions in Malawi. Two hundred thirty-one employees participated in the study. Based on the reported findings, sources of employee grievances are communication, workload, working conditions, organizational culture, and supervision. However, the regression analysis showed that among the procedures in handling grievances, only ‘able to resolve grievances’ was a significant predictor of job satisfaction. Hence, organizations, particularly SDA institutions that recognize their employees as the most critical organizational assets, must ensure adequate supervision and grievance-handling procedures for the organization’s benefit in such a way that dialogue is commonly used in handling grievances.
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Feuille, Peter, and Denise R. Chachere. "Looking Fair or Being Fair: Remedial Voice Procedures in Nonunion Workplaces." Journal of Management 21, no. 1 (February 1995): 27–42. http://dx.doi.org/10.1177/014920639502100102.

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We analyze the correlates and characteristics of grievance procedures covering nonunion employees in 19.5 private firms. These remedial voice procedures tend to exist in larger and completely nonunion firms that place a high value on their human resources. Although these procedures guarantee employees the right to file grievances and contain considerable procedural formality, most of them give management the lion S share of process control and decision control over employee complaints.
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Phuyal, Aayousha. "Understanding Employee Grievances." International Journal of Atharva 2, no. 1 (March 12, 2024): 152–65. http://dx.doi.org/10.3126/ija.v2i1.63662.

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The perceptions of employees towards grievance handling, the grievances present among employees, the grievance handling practices, and the main causes of employee grievances in the hotel industry of Nepal. The research employed a cross-sectional time horizon and descriptive research methodology, collecting data through questionnaires. Demographic information revealed that a majority of respondents were young adults below the age of 25. Employee grievances primarily revolved around unmanageable work pressure, lack of facilities, recognition, and teamwork, indicating areas for improvement in organizational practices. Improper management was identified as a significant factor leading to a bad reputation, reduced morale and performance, and higher turnover rates. Management practices that satisfy employees include protecting personal information, responding to inquiries and complaints, and training staff effectively. The study emphasizes the importance of effective grievance communication for good management. The findings suggest the necessity of transparent grievance handling procedures, investment in employee training and development, and promotion of a supportive work environment to address grievances effectively and enhance organizational outcomes in the hotel industry of Nepal.
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Venediktov, Serhii. "CONCERNING THE PREVENTION OF INDIVIDUAL LABOUR DISPUTES." Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, no. 122 (2022): 16–19. http://dx.doi.org/10.17721/1728-2195/2022/3.122-3.

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The paper analyses the peculiarities of prevention of labor disputes through the implementation of grievance procedures at the enterprise level. The existing mechanisms for resolving individual labor disputes in Ukraine cannot be called fully effective, which is primarily due to the lack of balanced legislative regulation of this issue. In addition, the result of the resolution of an individual labor dispute does not always lead to the satisfaction of the interests of both sides of the employment relationship – the employee and the employer. In this regard, an important place in the current labor law belongs to the procedures for preventing labor disputes. These procedures are generally implemented at the local level, through the prism of consideration by the employer of the grievances of employees related to the existing conflict situations in the working environment. National legislation does not contain any requirements for employers to deal with employee grievances. Such procedures can be part of the employer's internal labor rules and regulations, or be developed in the form of a separate local normative act of the employer. The grievance procedures are not uniform and primarily depend on the organizational structure and economic capabilities of a particular employer. But in any case, such procedures must: be developed and approved with the active participation of trade unions or other employee representatives; set quick deadlines for implementation and avoid unnecessary formalism; contain effective measures to ensure the safety of confidential information; be simple in content; ensure that employees are informed of all steps and measures taken as part of the grievance procedure; ensure the right of employees to be accompanied by trade union representatives or other employees at all stages of consideration of complains; ensure the principle of equal rights and opportunities for men and women. The adoption of the grievance procedures at the enterprise enables employees and employers to independently resolve individual conflicts that arise in the field of work and may subsequently result in labor disputes. A properly functioning procedure for handling employee claims will not only help prevent labor disputes, but will also allow prediction and elimination of their occurrence in the future. In addition, the existence of such a procedure, which is also aim at resolving conflict situations directly between employees, will have its overall positive effect, strengthening among employees a sense of fairness, coherence of interests and trust in the employer.
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Hunter, Sonia, and Brian H. Kleiner. "Effective grievance handling procedures." Management Research News 27, no. 1/2 (January 2004): 85–94. http://dx.doi.org/10.1108/01409170410784374.

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Smith, Mable H. "Grievance procedures resolve conflict." Nursing Management (Springhouse) 33, no. 4 (April 2002): 13. http://dx.doi.org/10.1097/00006247-200204000-00003.

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Hughett, Amanda Bell. "A “Safe Outlet” for Prisoner Discontent: How Prison Grievance Procedures Helped Stymie Prison Organizing During the 1970s." Law & Social Inquiry 44, no. 04 (April 23, 2019): 893–921. http://dx.doi.org/10.1017/lsi.2018.17.

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This article demonstrates how civil liberties lawyers’ efforts to address the complaints of imprisoned people in the 1970s inadvertently helped provide state attorneys with tools they used to stymie prisoners’ organizing efforts. Using North Carolina as a case study, I explain why a diverse range of legal actors—including civil liberties lawyers, federal judges, and state attorneys—supported the creation of prison grievance procedures. I then reveal how state attorneys successfully used them, once implemented, to argue that because the procedures offered a seemingly fair, institutional avenue for imprisoned people to express their grievances, prison administrators could ban prison organizing without violating prisoners’ First Amendment rights to free speech and assembly. The history of prison grievance procedures, I suggest, highlights the limits of constitutional rights litigation for achieving social change, offers a new approach to the study of legal endogeneity, and helps explain the demise of the prisoners’ rights movement.
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BEMMELS, BRIAN. "Shop Stewards' Satisfaction with Grievance Procedures." Industrial Relations 34, no. 4 (October 1995): 578–92. http://dx.doi.org/10.1111/j.1468-232x.1995.tb00389.x.

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Dissertations / Theses on the topic "Grievance procedures"

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King, Lyn Carol. "Public service commission grievance recommendation process." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/18002.

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The Public Service Commission (PSC) is an independent oversight body established in terms of chapter 10 of the Constitution, 1996. Although, its powers and functions were enacted in the Public Service Commission Act, 1997, this institution has been in existence since the early 1900’s. As an institution which was birthed during an era wrought with injustice, inequality upon a labour law framework which barely existed as the concept is understood today, the PSC played a leading role in the management of the public service. The influence of the Treasury, Governor-General and socio-political forces throughout the 1900’s negatively impacted the manner in which the PSC was effectively able to exercise its’ powers and functions. Subsequent thereto, the rise of staff associations and their concerted effort to be party to matters pertaining to the employment relationship, placed the PSC in a precarious situation which created the perception that the PSC was a “toothless organization”. Although the PSC has since transitioned significantly in that many of the functions it performed are now exercised by the Ministry of Public Service and Administration, today, this perception is still as real as it was in the 1970’s. The primary purpose of this treatise is to provide a historical background to present time, depicting the role undertaken by the PSC and whether the perception of being ineffective in the administration of the public service, remains. The researcher will provide a distinction of the nature of grievances dealt with by the PSC and other alternate dispute resolution bodies, with specific attention being drawn to the methodologies applied in the execution of its mandate relating to labour relations and personnel practices, and the overall bearing it this has on the effective administration of the public service. In the conclusion it is submitted that the powers and functions of the PSC may extend to directions, advice and recommendations (unenforceable), however in comparison to other dispute resolution bodies, these powers and functions are centred around the promotion of constitutionally enshrined values and principles. PSC prides itself in the fruits of its labour as it is able to make a far greater impact by investigating root causes of grievances and redressing systemic issues, emanating from yesteryear to date. It is therefore submitted that as a result of different methodologies applied in comparison to other dispute resolution bodies, the highly administrative processes embarked proves far more thorough and effective and as a result cannot be compared or perceived to be ineffective. Lastly, it is submitted that the co-operative rather than adversarial approach embarked upon by the PSC is befitting for a young democratic country where impact-driven bears far reaching results, extending over the public service administration at large. To this end, the researcher refutes the misconception that the PSC is a toothless, ineffective organization which no longer plays a meaningful role within the Public Service Administration.
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Rivlin, Jennifer N. "Conflict management climate related to employment litigation." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29532.

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Murrmann, Suzanne Karsa. "A study of grievance procedure dimensionality in a non-union setting." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/49955.

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The purpose of this study was to analyze a nonunion grievance procedure and its relationship to employee attitudes toward their jobs and toward unionization. The analysis had three main focuses of concern. First, an investigation was made of the underlying dimensions of grievance procedures. Second, an assessment was made of employee satisfaction with a unique grievance procedure established for their use. Areas of inquiry were selected based on the concept of procedure multidimensionality. Third, the relationship between employee perceptions of the grievance procedure, job satisfaction, and employee attitudes toward union representation were investigated. This line of inquiry was based on the proposition that the availability of a grievance procedure in a nonunion setting reduces the likelihood that employees will perceive a need for union representation, and that the strength of this association depends on the procedure's acceptability to the employees. The findings show the presence of five salient subdimensions of grievance procedures, that is, critical elements necessary for such a system to be judged acceptable for use by employees for resolving work related problems. Moreover, the data lends strong support for the belief that satisfaction with a grievance procedure available for use is strongly associated with an individual's intention to vote for representation by a labor union if given the opportunity to do so.
Ph. D.
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Cano, Yvonne. "Principal decision-making and the teachers' use of the complaint and grievance procedure." Diss., The University of Arizona, 1992. http://hdl.handle.net/10150/185901.

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Current research in collective bargaining suggests the need to investigate how contracts and agreements are interpreted at school sites. Speculation about the effects of collective bargaining describe comprehensive situations and neglect the individual settings which are most critically affected. Furthermore, a need persists to reveal those aspects of "life as a principal" that are affected by collective bargaining, teacher behaviors, and interpretations and decisions that occur within this working domain. This qualitative study addressed these issues. It investigated how 15 principals, kindergarten through grade 12, in a state that lacks a comprehensive statute which neither requires nor prohibits bargaining, interpret contracts and agreements. Analysis of protocols revealed that locally negotiated arrangements influence the course of complaints and grievances. The principals in this study provided evidence indicating that collective bargaining some of these same limitations are locally negotiated between principals and teachers. This renegotiating process enabled both principals and teachers to continue in working relationships to meet the distinct needs of each school. Further research on the daily settlement of disputes, arising during the life of an agreement, would be beneficial in understanding the effects of collective bargaining.
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Fields, Karal. "Describing the literature that assesses the Unites [sic] States Postal Service redress program /." View online, 2006. http://ecommons.txstate.edu/arp/111/.

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Bunch, Ardene D. Jr. "Teacher Dispute Resolution Procedures in Virginia: Demographic Characteristics and Opinions of Neutral Chairpersons, School Division Superintendents, Attorneys, and Teacher Association Leaders." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30396.

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The purposes of this study were to examine the opinions of respondents regarding dispute resolution procedures utilized by public school teachers as described in sections 22.1- 312 of the Code of Virginia. In this study, demographic and opinion data were collected from individuals selected to serve as neutral chairpersons of fact-finding panels, school division superintendents or designees, local teacher association presidents, Virginia Education Association UniServ directors, and attorneys. The history, development, and intent of teacher dispute resolution procedures are presented in Chapter II. A descriptive research design was utilized. A researcher-designed survey instrument was used to gather demographic and opinion data from the five groups. Neutral chairpersons who had administrated a panel hearing were located through correspondence with school division superintendents or personnel directors and teacher association leaders in the state of Virginia. School division superintendents or designees employed in school divisions who had experienced a fact finding panel hearing were included in the investigation. The opinions of local teacher association presidents and UniServ directors were sought. Attorneys who had represented either a teacher or a school board during a grievance or dismissal hearing were included in the study. The information gathered was compared and analyzed statistically. Five surveys were developed for this study. The first part of each survey requested opinion data regarding the role and function of the fact-finding panel, the procedural framework of grievance and dismissal hearings, advisory fact-finding, and the experiences, training, and qualifications of neutral chairpersons. A five-point Likert-type scale was utilized with statements included in the section. The second part of each survey requested demographic information to include the respondent's gender, age, race, degrees earned, current employment, and questions regarding training and experience. The demographic characteristics revealed a composite profile of neutral chairpersons in the state. Opinion data were statistically analyzed to determine significant relationships between the five groups based on their gender, race, age, and highest level of education. The information may be useful to school division personnel and others involved in dispute resolution procedures, which advance to the fact-finding hearing level.
Ed. D.
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Burnley, M. Caroline E. (Mary Caroline Elizabeth) Carleton University Dissertation Psychology. "Sexual harassment in academic institutions: the effects of grievance procedures on deliberation processes and outcomes." Ottawa, 1994.

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Sizani, Lulama Viwe. "An assessment of grievance investigations by the public service commission in South Africa." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2422.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016.
This study assessed the role of the Public Service Commission (PSC) in the public service grievance investigations in South Africa, with the intention of finding a feasible approach for constructing and attending to fair and just grievance procedure. This study also sought to investigate the effectiveness of the methods used by the PSC employee grievances with the intention of recommending an appropriate approach in dealing with grievances. The PSC, as a Constitutional oversight body, may be charged with responsibilities to assess if the public service deals with grievances of employees, but fail to assess itself. It is studies like this that mirror how the PSC assesses employee grievances in the public service and whether it succeeds in advancing effectively and effective on that.
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Martin, Diane Gerian. "An analysis of fact-finding and its acceptance as a method of conflict resolution in Virginia public school grievance and dismissal procedures." W&M ScholarWorks, 1985. https://scholarworks.wm.edu/etd/1539618408.

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The Problem. The purpose of this study was to examine fact-finding as a method of conflict resolution in Virginia Public School grievance cases to determine the extent that school boards and courts accept the fact-finders' recommendation. It was hypothesized that the recommendations of fact-finding committees are accepted more often than they are rejected; that the number of cases brought to fact-finding varies with the size and location of the school division, that the number of cases decided directly by school boards is less than the number of cases decided by school boards after a fact-finding hearing; and that school central office administrators prefer fact-finding to other methods of conflict resolutions.;Research Procedure. The subjects were superintendents of all school divisions in Virginia and representatives of ten selected school divisions. A survey developed by the investigator was used to determine the school divisions which reported fact-finding cases for the years 1982-83 and 1983-84. A 34 item interview schedule developed by the investigator was used to collect information on ten specific cases presented to fact-finding. Tables and rank orders were used to present information on percentages and types of cases.;Findings. There was no significant difference in the number of cases presented directly to the school boards and cases presented to fact-finding prior to a school board hearing. School boards accepted the fact-finders' recommendations more often than they rejected them. Fact-finding occurred in public school divisions in Virginia without regard to the size of student populations or the location of the school divisions. Dismissal was the most prevalent source of impass declaration. School administrators who were involved in the process prefer fact-finding to other forms of conflict resolutions.;Conclusions. A review of the data reported by school administrators revealed that it was both expensive and time consuming for a school division to go to fact-finding. Administrators stated that panels must be permitted to rule on teacher competency and must be given power to subpoena evidence and witnesses. Administrators recommend short time limits for each step of the grievance and dismissal process to reduce expenses and increase credibility of witnesses. The findings of this study have implications for the preparation for a fact-finding hearing and for preparation of state and local grievance and dismissal procedures.;Recommendations for further research are included.
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Hackworth, Naomi. "Development and application of a methodology for the evaluation of a health complaints process." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070928.092053/index.html.

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Thesis (DPsych (Health Psychology)) - Faculty of Life and Social Sciences, Swinburne University of Technology, 2007.
Submitted as a requirement for the degree of Professional Doctorate in Health Psychology, Faculty of Life and Social Sciences, Swinburne University of Technology - 2007. Typescript. Includes bibliographical references (p. 189-210).
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Books on the topic "Grievance procedures"

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Great Britain. Advisory, Conciliation, and Arbitration Service., ed. Disciplinary and grievance procedures. 3rd ed. London: Stationery Office, 2004.

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Ertel, Karen. Grievance guide. Arlington, Va: Bloomberg BNA, 2012.

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(Publisher), BNA Books, and Bureau of National Affairs (Arlington, Va.), eds. Grievance guide. Arlington, VA: Bureau of National Affairs, 2008.

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Association, American Nurses, ed. The Grievance procedure. Kansas City, Mo: American Nurses' Association, 1985.

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Utah. Career Service Review Board., ed. Grievance and appeal procedures manual. [Salt Lake City, Utah]: Career Service Review Board, 1989.

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Services, Incomes Data, ed. Statutory disciplinary and grievance procedures. London: Incomes Data Services, 2004.

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Bureau of National Affairs (Arlington, Va.). Grievance guide. Edited by Bureau of National Affairs (Washington, D.C.). 8th ed. Washington, D.C: BNA Books, 1992.

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Bureau of National Affairs (Washington, D.C.), ed. Grievance guide. 7th ed. Washington, D.C: Bureau of National Affairs, 1987.

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Brown, Laura Ferris. Grievance procedures for unionized and non-unionized employees. New York, N.Y: American Arbitration Association, 1986.

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Zack, Arnold. Grievance arbitration: Issues on the merits in discipline, discharge, and contract interpretation. New York, N.Y: American Arbitration Association, 1989.

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Book chapters on the topic "Grievance procedures"

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Silva, Titus De. "SP 019 Grievance Procedure." In Integrating Business Management Processes, 348–49. New York, NY : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9781003042846-88.

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Pouhe, Mathilde Stephanie Ngo. "Deploying Energy Justice for a Meaningful Inclusion of Indigenous Peoples in Energy Decision-Making." In Just Transitions, 121–28. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-46282-5_17.

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AbstractThe Permanent Forum on Indigenous Issues’ assessment of the rights of indigenous peoples within the global energy mix found that First Nations peoples are negatively impacted by the energy transition value chain on a variety of levels, including their access to lands and resources, their right to participate in decision-making processes, and their ability to maintain cultural practices. According to experts, 69% of the lands used for energy transition mining projects are situated on or close to the territory of indigenous people. They live in rural and remote areas where 84% of people do not have access to electricity. Consequently, indigenous peoples are drastically subject to energy poverty, among the other injustices they face. The confluence of these facts prompts consideration of the function that the procedural justice and recognition justice framework can play in resolving, minimising, and addressing the grievances of indigenous people. From the analysis of Community-Based Renewable Energy Systems (CBRES) and co-equity mechanisms examples, the article argues the necessity to build stronger connection with minorities, especially First Nations to achieve a just and equitable transition.
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"Grievance procedures." In Managing Lawfully - People and Employment, 40–43. Routledge, 2007. http://dx.doi.org/10.4324/9780080496290-22.

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"Grievance procedures." In Managing Conflict in the Workplace, 45–48. Routledge, 2012. http://dx.doi.org/10.4324/9780080914626-22.

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"6. Grievance Procedures." In Building More Effective Unions, 90–105. Ithaca, NY: Cornell University Press, 2017. http://dx.doi.org/10.7591/9780801458460-009.

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"External Grievance Procedures." In The Ombudsman, 50–57. Routledge-Cavendish, 1993. http://dx.doi.org/10.4324/9781843143697-6.

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"Grievance and disciplinary procedures." In Managing for Results Revised Edition, 72–101. Elsevier, 2009. http://dx.doi.org/10.1016/b978-0-08-055746-5.50007-9.

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Nabatchi, Tina, and Lisa Bingham. "Grievance Procedures and Administration." In Encyclopedia of Public Administration and Public Policy, Second Edition (Print Version), 883–87. CRC Press, 2007. http://dx.doi.org/10.1201/noe1420052756.ch174.

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"Grievance and disciplinary procedures." In Human Resource Management for Hospitality, Tourism and Events, 291–304. Routledge, 2013. http://dx.doi.org/10.4324/9780080966496-20.

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NICKSON, D. "Grievance and disciplinary procedures." In Human Resource Management for the Hospitality and Tourism Industries, 279–92. Elsevier, 2007. http://dx.doi.org/10.1016/b978-0-7506-6572-8.50015-9.

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Reports on the topic "Grievance procedures"

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Roelen, Keetie, and Becky Carter. Social Assistance in Response to Covid-19: Reaching the Furthest Behind First? Institute of Development Studies (IDS), March 2022. http://dx.doi.org/10.19088/ids.2022.007.

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Social assistance has proven a vital component of the response to the unprecedented global crisis of Covid-19. Almost all countries across the world implemented some form of social assistance to provide a buffer against the pandemic’s socioeconomic consequences. Vulnerable populations received more extensive support, and groups previously excluded were covered by new or expanded measures. Yet limited information is available about the extent to which social assistance in response to Covid-19 was inclusive of those most marginalised, and whether interventions reached ‘the furthest behind first’. This paper assesses coverage of various vulnerable groups and identifies factors contributing to their in- or exclusion. We find that the rapid and extensive rollout of measures offered support to many vulnerable and marginalised individuals, including those who were not covered prior to the pandemic. Experiences do differ considerably across countries, contexts, and populations with some groups having received heightened attention while others being excluded or finding it difficult to access assistance that they are eligible for. Overall, the degree of inclusiveness of social assistance implemented in the wake of Covid-19 was highly dependent on how inclusive measures were prior to the pandemic. Factors playing into in- or exclusion include availability of data of those most vulnerable; use of digital tools for identification, assessment and payment; identification requirements; employment of social registries; adequacy of vulnerability and targeting criteria; and existence of effective grievance and safeguarding procedures. These findings provide important lessons for how to promote the inclusivity of future social assistance interventions and wider social protection systems.
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