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Journal articles on the topic 'Grievance procedures'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Supriya, Bhagat, Gagandeep Virdi Ms., and Raju Roshen. "Grievance Handling Procedure a case of Soft Zeal Technology Pvt. ltd, Pune." International Journal of Trend in Scientific Research and Development 2, no. 4 (2018): 918–24. https://doi.org/10.31142/ijtsrd13101.

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This research paper focuses on the grievance handling procedure at Soft Zeal Technology Pvt. Ltd .Pune. Maharashtra. The objective of this paper is to determine the effective handling of the grievances faced by the employee. The study identifies the most common factors for arising the grievances at the place of employment. The study also looks for the root of grievance faced by an employee, grievance handling techniques, and the management procedures of resolving the grievances. Supriya Bhagat | Ms. Gagandeep Virdi | Roshen Raju "Grievance Handling Procedure a case of Soft Zeal Technology

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Snekalatha, Dr T., K. Prathipa, and R. Ramyakrishnan. "Employee Satisfaction Towards the Grievances Handling Procedure in Super Auto Forge Private Limited, Chennai." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 03 (2025): 1–9. https://doi.org/10.55041/ijsrem43359.

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Employee satisfaction with grievance handling procedures is crucial for maintaining a positive work environment and fostering organizational commitment. This study examines the effectiveness of the grievance handling mechanism at Super Auto Forge Pvt. Ltd. and its impact on employee satisfaction. The research explores factors such as transparency, response time, fairness, and management involvement in resolving grievances. Data collected through employee feedback and analysis of grievance resolution outcomes reveal the strengths and areas for improvement in the system. The findings suggest tha

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3

Bohlander, George W. "Public Sector Independent Grievance Systems: Methods and Procedures." Public Personnel Management 18, no. 3 (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

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Dosanjh, Kash, and Adam Bernstein. "An employer's guide to grievance procedures." Nursing and Residential Care 25, no. 5 (2023): 1–4. http://dx.doi.org/10.12968/nrec.2023.0009.

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5

Dr.S.MAHENDRAN, Dr.V.RAJESWARI. "A Study On Employee Grievance And Redressal Procedures In Tamilnadu State Transport Corporation Limited." Journal of Research & Development' 14, no. 11 (2022): 134–37. https://doi.org/10.5281/zenodo.7052905.

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<strong>Abstr</strong>act:  The personnel or industrial relations department of the organization is responsible for maintaining peace and harmony among employer and employee. The healthy relations between employer/management and employee/worker can be achieved through the agreed solutions for different problems. A worker who isdissatisfied may not work at full capacity and cause significant loss of production. Grievances are the expressed complaints about working conditions and environment in which employee work. It is related with day to day work. Grievances emerge out of the dissatisfac

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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 (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,

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Phuyal, Aayousha. "Understanding Employee Grievances." International Journal of Atharva 2, no. 1 (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 org

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8

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 la

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9

Hunter, Sonia, and Brian H. Kleiner. "Effective grievance handling procedures." Management Research News 27, no. 1/2 (2004): 85–94. http://dx.doi.org/10.1108/01409170410784374.

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10

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

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11

Feuille, Peter, and Denise R. Chachere. "Looking Fair or Being Fair: Remedial Voice Procedures in Nonunion Workplaces." Journal of Management 21, no. 1 (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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Nyongesa Wesonga, Justus, and Johan Van Der Westhuizen. "The role of grievance handling styles on employee performance." EUREKA: Social and Humanities, no. 3 (May 31, 2024): 3–20. https://doi.org/10.21303/2504-5571.2024.003342.

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Organizations cannot avoid receiving complaints from individual employees or groups of employees who are unsatisfied with their existing working conditions or interactions with colleagues. Despite the decentralization of the health sector following the adoption of the new constitution in 2010, the difficulty of settling employee grievances has grown. This study aimed to investigate how grievance processing affects staff performance at Kenyan public hospitals, specifically Longisa referral hospital in Bomet County. The study's specific objectives were to examine the effect of grievance handling

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13

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 (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

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14

BEMMELS, BRIAN. "Shop Stewards' Satisfaction with Grievance Procedures." Industrial Relations 34, no. 4 (1995): 578–92. http://dx.doi.org/10.1111/j.1468-232x.1995.tb00389.x.

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15

McGuire, Ruth. "Grievance and discipline procedures at work." BMJ 329, no. 7474 (2004): s193. http://dx.doi.org/10.1136/bmj.329.7474.s193.

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16

Mhango, Solomon, Arold Kyagara, and Janeth Madulu. "Evaluating Grievance Redressal Procedures in Public Service Institutions: A Case Study of Tanzania Social Action Fund." Asian Research Journal of Arts & Social Sciences 23, no. 6 (2025): 61–69. https://doi.org/10.9734/arjass/2025/v23i6702.

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This study evaluated the effectiveness of Employee Grievance Redressal Procedures (EGRPs) at the Tanzania Social Action Fund (TASAF), focusing on employee awareness, accessibility, procedural clarity, and satisfaction with grievance outcomes. Using a mixed-methods approach involving surveys of 180 employees and interviews with 10 departmental heads, the research applied Accountability Theory and Procedural Justice Theory to understand institutional performance. Data collection involved Questionnaire Survey with the use of semi-structured questionnaire tool for junior and senior employees and u

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17

Curran, Bruce J. "Event History Analysis of Grievance Arbitration in Ontario: Labour Justice Delayed?" Articles 72, no. 4 (2018): 621–57. http://dx.doi.org/10.7202/1043170ar.

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Summary A number of empirical studies from the early 1970s to the mid-1990s indicated that delay in Canadian grievance arbitration was becoming an increasing problem. There have been no further scientific studies on delay since then, despite developments that may exacerbate the issue like increased legalism and expanded arbitral jurisdiction. Academics and practitioners have recently voiced renewed concerns about the threat that delay poses to the viability of the grievance arbitration system. To address this gap in the scientific literature, the present study examines delay and its determinan

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18

Frick, Bernd, Miguel A. Malo, Pilar García Martínez, and Martin Schneider. "The Demand for Individual Grievance Procedures in Germany and Spain: Labour Law Changes versus Business Cycle." Studies of Applied Economics 30, no. 1 (2020): 283. http://dx.doi.org/10.25115/eea.v30i1.3389.

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In this article, we analyze the determinants of annual number of grievance procedures, mainly individual complaints against unfair dismissals. Econometric analyses using two balanced panels from the 11 West German states (1964- 2006) and the 17 autonomous regions of Spain (1987-2006) show that labour market characteristics, such as the unemployment and the vacancy rate have a much stronger influence on the cyclical demand for individual grievance procedures than changes in “workers’ rights”. Thus, the individual costs of unemployment are better predictors of the demand for individual grievance

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19

Beigbeder, Yves. "Individual Grievance Procedures in United National Secretariats." Relations industrielles 37, no. 2 (2005): 328–43. http://dx.doi.org/10.7202/029257ar.

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20

Haraway, William M. "Rediscovering Process Values in Employee Grievance Procedures." Administration & Society 34, no. 5 (2002): 499–521. http://dx.doi.org/10.1177/009539902237273.

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21

Bemmels, Brian, and Dora C. Lau. "Local union leaders’ satisfaction with grievance procedures." Journal of Labor Research 22, no. 3 (2001): 653–67. http://dx.doi.org/10.1007/s12122-001-1026-7.

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22

Murray, Kenneth T., and Barbara A. Murray. "Principals Are Evaluated During Teacher Grievance Procedures." NASSP Bulletin 73, no. 519 (1989): 123–24. http://dx.doi.org/10.1177/019263658907351921.

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23

Davy, Jeanette A., Greg Stewart, and Joe Anderson. "FORMALIZATION OF GRIEVANCE PROCEDURES: A MULTI-FIRM STUDY." Academy of Management Proceedings 1991, no. 1 (1991): 257–61. http://dx.doi.org/10.5465/ambpp.1991.4977015.

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24

KAYE, GEORGE H., and EILEEN M. BURKE. "Your Grievance Procedures Alone Will Not Protect You." Nursing Management (Springhouse) 21, no. 12 (1990): 24???27. http://dx.doi.org/10.1097/00006247-199002000-00010.

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25

Al-Haidar, Faisal. "Administrative disciplinary and grievance procedures for public employees in Kuwait and UK." International Journal of Law and Management 60, no. 3 (2018): 842–53. http://dx.doi.org/10.1108/ijlma-04-2017-0081.

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Purpose The purpose of this study is to clarify the importance of the system of administrative disciplinary procedures against the public employee in the State of Kuwait and the UK in light of the laws regulating the work in the public sector and, in particular, the statement of the disciplinary procedures that the public employee is subjected to. Design/methodology/approach This research paper will examine the disciplinary procedures in Kuwait and the UK as follows: disciplinary procedures in Kuwait and disciplinary procedures in UK, which consists of ; disciplinary procedures in the UK, disc

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26

Peterson, Richard B., and David Lewin. "Research on unionized grievance procedures: Management issues and recommendations." Human Resource Management 39, no. 4 (2000): 395–406. http://dx.doi.org/10.1002/1099-050x(200024)39:4<395::aid-hrm9>3.0.co;2-4.

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27

Ng, Ignace, and Ali Dastmalchian. "Determinants of Grievance Outcomes: A Case Study." ILR Review 42, no. 3 (1989): 393–403. http://dx.doi.org/10.1177/001979398904200305.

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Analyzing 1,160 grievance cases from the Canadian federal sector, all of which were resolved short of arbitration, the authors find that the highest percentages of decisions favorable to grievants occur in the early steps of the grievance procedure; the grievances of higher-paid employees are more likely to be granted than are those of lower-paid employees; and grievance outcomes vary depending on the nature of the issue, with grievances over working conditions most likely to be granted and grievances over assignment of work duties least likely to be granted.

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28

Colvin, Alexander J. S. "The Relationship between Employee Involvement and Workplace Dispute Resolution." Articles 59, no. 4 (2005): 681–704. http://dx.doi.org/10.7202/011334ar.

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This paper examines the relationship between employee involvement programs and workplace dispute resolution using data from the Workplace and Employee Survey (WES) conducted by Statistics Canada. The results provide support for a link between employee involvement and lower grievance rates in unionized workplaces. This link existed for establishments in both the goods and service sectors, but the practices involved differed between industrial sectors. By contrast, in nonunion workplaces, results of the analysis provided support for a link between the adoption of employee involvement programs an

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A. Ndaeyo, Emmanuel, Kate Uboho Paul, and Tarila Ayibaebi Ekeuwei. "Disciplinary Procedures and Grievance Management in the Nigerian Civil Service: An Appraisal." AKSU Journal of Management Sciences 10, no. 1 (2025): 270–78. https://doi.org/10.61090/aksujomas.10118.

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Breach of the terms of employment and organizational policies by employees and the corresponding response of employers through the application of established disciplinary measures sometimes ignite certain adverse outcomes such as reduced productivity decreased employee morale, workplace conflicts, erosion of organizational harmony, legal risks in terms of lawsuits or actions by labour unions or regulatory bodies. It is against this backdrop that this paper sought to appraise disciplinary procedures and grievance management in the Nigerian civil service. The paper adopted the historical descrip

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30

Van Der Valk, Sophie, and Mary Rogan. "Prisoner Complaints Mechanisms: Assessing Human Rights Requirements and the Role of a General Ombudsman." European Public Law 26, Issue 4 (2020): 801–22. http://dx.doi.org/10.54648/euro2020066.

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31

Frank, Arthur, Howard A. Hoffman, and Edward H. Stolar. "The Medical Society’s Role in Assessing Physician’s Performance: An Analysis of Six Years of Grievances Considered by an Urban Medical Society." Journal of Medical Regulation 92, no. 4 (2006): 9–15. http://dx.doi.org/10.30770/2572-1852-92.4.9.

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ABSTRACT Context Although they have no legal authority, medical organizations are frequently asked to assess physician conduct. These organizations have established a variety of procedures to review grievances brought for their consideration. Objective This analysis was conducted to assess the nature and the disposition of the complaints considered by the Professional Standards Committee (Committee) of an urban medical society. Design All cases considered by the Committee (193 complaints) during a six-year period were arbitrarily sorted into categories and the nature of how the case was resolv

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32

Edelman, Lauren B., Christopher Uggen, and Howard S. Erlanger. "The Endogeneity of Legal Regulation: Grievance Procedures as Rational Myth." American Journal of Sociology 105, no. 2 (1999): 406–54. http://dx.doi.org/10.1086/210316.

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33

Davy, Jeanette A., Greg Stewart, and Joe Anderson. "Formalization of grievance procedures: A multi-firm and industry study." Journal of Labor Research 13, no. 3 (1992): 307–16. http://dx.doi.org/10.1007/bf02685488.

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34

Weidemaier, W. Mark. "From Court-Surrogate to Regulatory Tool: Re-Framing the Empirical Study of Employment Arbitration." University of Michigan Journal of Law Reform, no. 41.4 (2008): 843. http://dx.doi.org/10.36646/mjlr.41.4.from.

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A growing body of empirical research explores the use of arbitration to resolve employment disputes, typically by comparing arbitration to litigation using relatively traditional outcome measures: who wins, how much, and how quickly. On the whole, this research suggests that employees fare reasonably well in arbitration. Yet there remain sizeable gaps in our knowledge. This Article explores these gaps with two goals in mind. The first and narrower goal is to explain why it remains exceedingly difficult to assess the relative fairness of arbitration and litigation. The outcome research does not

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35

Ngo Bebe, Dosithee, Fulbert Nappa Kwilu, Arlette Mavila, et al. "Making health insurance responsive to citizens: the management of members’ complaints by mutual health organisations in Kinshasa, Democratic Republic of Congo." BMJ Global Health 7, Suppl 6 (2023): e011438. http://dx.doi.org/10.1136/bmjgh-2022-011438.

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IntroductionIn moving towards universal health coverage, a number of low-income and middle-income countries have adopted community-based health insurance (CBHI) as a means to reduce both the inequity in healthcare access and the burden of catastrophic health expenditures linked to user fees. However, organisations managing CBHIs face many challenges, including a poor relationship with their members. In the Democratic Republic of the Congo, CBHI schemes are managed by mutual health organisations (MHOs) and are in the process of enhancing their accountability and responsiveness to members’ needs

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36

Naagar, Priyanka R., and Shabnam Saxena. "Examining grievance handling procedures and employee satisfaction: a study of procedural justice in Indian organisations." International Journal of Indian Culture and Business Management 34, no. 2 (2025): 239–61. https://doi.org/10.1504/ijicbm.2025.144470.

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37

Cox, Lisa E., and Thomas M. Kerkering. "Grievance Procedures As Assurance for the HIV-Infected Clinical Trial Participant." AIDS Patient Care 7, no. 1 (1993): 20–21. http://dx.doi.org/10.1089/apc.1993.7.20.

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38

Estey, Marten. "Faculty Grievance Procedures outside Collective Bargaining: The Experience at AAU Campuses." Academe 72, no. 3 (1986): 6. http://dx.doi.org/10.2307/40249610.

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39

Markova, Olena. "The Role of Complaints Handling Procedures in the Redress of Administrative Grievances in Ukraine: An Analysis of Law Reform." European Public Law 29, Issue 4 (2023): 335–54. http://dx.doi.org/10.54648/euro2023024.

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This contribution considers the approach of administrative law in Ukraine to the redress of administrative grievances. It outlines the position in Ukrainian law prior to the coming into force of the Law on Administrative Procedure (LAP) and then considers the position once that piece of legislation comes into force. The analysis identified numerous deficiencies in Ukrainian law that are addressed by the adoption of the LAP once it is in force, both in relation to the procedure for making administrative complaints and for the remedies and redress that can be offered. Specific focus is placed on

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RAHNAMA-MOGHADAM, MASHAALAH. "PEER REVIEW VERSUS GRIEVANCE PROCEDURES IN PUBLIC UNIVERSITIES IN THE UNITED STATES." Journal of Collective Negotiations (formerly Journal of Collective Negotiations in the Public Sector) 30, no. 2 (2003): 159–68. http://dx.doi.org/10.2190/w096-nwck-kyb2-1wjw.

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41

Daley, Dennis M. "Formal Disciplinary Procedures and Conflict Resolution Remedies: Availability and the Effects of Size and City Manager among North Carolina Municipalities." Public Personnel Management 22, no. 1 (1993): 153–66. http://dx.doi.org/10.1177/009102609302200111.

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This study surveys grievance and discipline practices, focusing upon North Carolina municipal governments. Formal discipline procedures (including aspects of performance appraisal systems) and conflict resolution remedies (designed to prevent disciplinary problems) are examined. In addition, the effect of city and organizational size and that of governmental structure on these personnel practices are studied. In general, grievance and discipline practices are found in under two-thirds of the communities. However, usage does appear to increase both with municipal population and with the number

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42

Wood, Deanna D. "LIBRARIANS AND UNIONS: DEFINING AND PROTECTING PROFESSIONAL VALUES." Education Libraries 23, no. 1 (2017): 12. http://dx.doi.org/10.26443/el.v23i1.139.

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In this article, the relationship between the professional values of librarians and thebenefits that accrue in unionization is explored. These benefits include process-based benefits, including the protections of tenure, fair workload, job security, and due process in the form of contractually agreed upon grievance procedures. Also discussed are value-based benefits in the form of open communication, academic and intellectual freedom, and a collegial relationship with teaching faculty.

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Maricar, Batan, Cecilio Michelle, San Jose Edna, Mae Malaluan Bianca, and Monge Kristian. "Harmonizing management prerogative and labor rights to optimize industrial peace in unionized establishments in Camarines Sur." GPH-International Journal of Business Management 7, no. 12 (2024): 170–202. https://doi.org/10.5281/zenodo.14567105.

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This study explored the balance between management prerogative and labor rights in achieving industrial peace within unionized establishments in Camarines Sur. Management prerogative refers to employers' authority over employment decisions, while labor rights ensure workers' welfare and fair treatment. Striking a balance between these two is critical to fostering harmonious industrial relations, as highlighted by various labor cases and frameworks. Using a descriptive-correlational research design, the study analyzed responses from 80 participants comprising rank-and-file union members and HR

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Campanile, Jessica, Caroline Cerilli, Varshini Varadaraj, et al. "Accessibility and disability inclusion among top-funded U.S. Undergraduate Institutions." PLOS ONE 17, no. 11 (2022): e0277249. http://dx.doi.org/10.1371/journal.pone.0277249.

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Background There is limited data to assess, track, or quantify accessibility and disability inclusion across universities. Objective This cross-sectional study assessed disability inclusion and accessibility at the top 50 National Institutes of Health (NIH)-funded undergraduate programs in the United States. We hypothesized that there is no association between NIH funding and the University Disability Inclusion Score. Methods A novel tool, the University Disability Inclusion Score assessed disability inclusion and accessibility using 10 indicators spanning 4 categories: (1) accessibility of bu

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45

Dobbin, Frank, and Alexandra Kalev. "The promise and peril of sexual harassment programs." Proceedings of the National Academy of Sciences 116, no. 25 (2019): 12255–60. http://dx.doi.org/10.1073/pnas.1818477116.

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Two decades ago, the Supreme Court vetted the workplace harassment programs popular at the time: sexual harassment grievance procedures and training. However, harassment at work remains common. Do these programs reduce harassment? Program effects have been difficult to measure, but, because women frequently quit their jobs after being harassed, programs that reduce harassment should help firms retain current and aspiring women managers. Thus, effective programs should be followed by increases in women managers. We analyze data from 805 companies over 32 y to explore how new sexual harassment p

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Srikanth, Aligi. "Incidents of Sexual Harassment at Educational Institutions in India: Preventive Measures and Grievance Handling." Asian Review of Social Sciences 7, no. 3 (2018): 108–13. http://dx.doi.org/10.51983/arss-2018.7.3.1458.

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Building up of a value based work culture is expected to be inherent in every educational setting. The emphasis of this research paper is to set up a preventive measure and fair procedure to develop a better and reliable organisational culture in educational institutions, free from issues of sexual harassment and exploitation. In doing so this paper will look at the recent developments in the arena of sexual harassment, the mandatory legal requirements for implementing policy that act as deterrent to and safeguard victim of sexual harassment at schools, colleges and universities. The paper hig

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Harris, Neville. "Resolution of student complaints in higher education institutions." Legal Studies 27, no. 4 (2007): 566–603. http://dx.doi.org/10.1111/j.1748-121x.2007.00070.x.

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This paper examines the processes whereby students may bring complaints against higher education institutions. It stresses that a right to redress of grievance is fundamental to the relationship between students and universities. It focuses on internal complaints procedures and discusses the findings from a survey of a representative sample of institutions of which nearly two thirds (25 in total) responded with statistical and other data on the grounds of complaint, the ethnicity and other characteristics of complainants, and the outcome of adjudications. It reveals areas of commonality and di

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48

Varner, Deena. "Quasi." Cultural Politics 15, no. 2 (2019): 139–61. http://dx.doi.org/10.1215/17432197-7537515.

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Beginning in the late 1960s a series of reforms saw the emergence of vast numbers of bureaucratic instruments meant to standardize the care, custody, and control of inmates. Grievance and disciplinary procedures were largely homogenized to ensure inmates’ protection from the abuses that were prevalent especially in the southern plantation model of incarceration. These same procedures, however, resulted in the increasing removal of prisoners from the sphere of legal, judicial, and, more broadly, public discourse and oversight. This article analyzes how the failure to prosecute crimes committed

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Stayn, Susan J. "Securing Access to Care in Health Maintenance Organizations: Toward a Uniform Model of Grievance and Appeal Procedures." Columbia Law Review 94, no. 5 (1994): 1674. http://dx.doi.org/10.2307/1123162.

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Hershcovis, M. Sandy, Sharon K. Parker, and Tara C. Reich. "The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators." Journal of Business Ethics 92, no. 3 (2009): 415–32. http://dx.doi.org/10.1007/s10551-009-0165-2.

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