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Journal articles on the topic 'Grievance procedures'

Author: Grafiati

Published: 4 June 2021

Last updated: 28 July 2024

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1

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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7

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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8

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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9

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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10

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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11

McGuire, Ruth. "Grievance and discipline procedures at work." BMJ 329, no. 7474 (November 6, 2004): s193. http://dx.doi.org/10.1136/bmj.329.7474.s193.

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12

Curran, Bruce J. "Event History Analysis of Grievance Arbitration in Ontario: Labour Justice Delayed?" Articles 72, no. 4 (January 11, 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 determinants in Ontario over the last two decades. Content analysis was conducted on a random sample of almost 400 Ontario grievance arbitrations from three reference years (1994, 2004, and 2012). I then performed event history analysis on the data to determine the various factors that were associated with delay. Consistent with common perception, my empirical results suggest that delay has become worse over the past two decades. I find that certain legalistic factors are indeed associated with delay, including the use of lawyers, the use of preliminary objections, the number of witnesses testifying, and attacks on credibility. In terms of expanded arbitral jurisdiction, I find that while delay has increased for grievances involving alleged Employment Standards Act violations, for all other non-traditional issues (including human rights complaints) there are no significant increases. The results also show that certain dispute resolution procedures, such as expedited arbitration and the use of sole arbitrators are related to shorter grievance durations, and this, combined with the other findings, suggests practical solutions to the issue of delay. However, the findings also suggest that the use of certain procedures involving additional steps, like settlement and mediation-arbitration, can also serve to increase grievance duration when used unsuccessfully.

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Beigbeder, Yves. "Individual Grievance Procedures in United National Secretariats." Relations industrielles 37, no. 2 (April 12, 2005): 328–43. http://dx.doi.org/10.7202/029257ar.

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14

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

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

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16

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

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17

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 (April 11, 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 procedures than institutional changes strengthening or weakening employees’ rights.

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18

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

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

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20

Al-Haidar, Faisal. "Administrative disciplinary and grievance procedures for public employees in Kuwait and UK." International Journal of Law and Management 60, no. 3 (May 14, 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, disciplinary penalties in UK, grievance procedures in the UK, failure to follow the disciplinary procedures in the UK and standard procedure of discipline in the UK. Findings The duties and privileges of public employees stipulated in the Kuwait Civil Service Law are not sufficiently balanced as the penalties for higher ranked employees are lesser than those of employees in the lower rank. Public employees in the State of Kuwait need the establishment of an independent administrative court with its specialty and its own nature. There is also a need for a detailed list that specifies all the civil disciplinary offences. The discipline procedures in the UK are preferable than that in Kuwait. Originality/value The stages of discipline procedures for an offending employee have serious consequences and will affect the productivity of the work. Administrative investigation procedures may require public employees to be suspended from employment or have their employment terminated. It is, therefore, imperative for the administration to brief the public employee about all disciplinary actions that may be taken against him or her. As a consequence, the employee referred for an administrative investigation would be able to exercise his/her right to a fair trial and defend himself/herself.

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21

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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22

Ng, Ignace, and Ali Dastmalchian. "Determinants of Grievance Outcomes: A Case Study." ILR Review 42, no. 3 (April 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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23

Colvin, Alexander J. S. "The Relationship between Employee Involvement and Workplace Dispute Resolution." Articles 59, no. 4 (September 19, 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 and formal grievance procedures, but not between employee involvement and lower grievance rates.

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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 (December 1, 2020): 801–22. http://dx.doi.org/10.54648/euro2020066.

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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 (December 1, 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 resolved was tabulated. Results Of all the cases considered 108 (56 percent) were categorized as related to quality of care and physician/staff behavior issues. Of these, 39 (20 percent) dealt with the characteristics of the care provided, 28 (15 percent) with physician and staff behavior, 23 (12 percent) with physician and staff communications and 18 (nine percent) with ethical issues. An additional 85 cases (44 percent) were related to administrative issues and office procedures. Of these, 50 (26 percent) were related to billing, fees and charges, 23 (12 percent) concerned medical records, 10 (five percent) dealt with office practices and procedures and two (one percent) were related to worker’s compensation. Of 141 cases in which a judgment could be made, 48.2 percent were decided in the complainant’s favor and corrective recommendations were made. The grievance appeared to be inappropriate in 51.8 percent of the cases and the reason for this decision was explained to the complainant. In the remaining 22 percent of the cases irreconcilable descriptions of the circumstances made it impossible for the Committee to make a decision or recommendation about the grievance. Conclusion The mechanism of review by the Professional Standards Committee of a medical society does appear to offer a procedure by which there can be some resolution of these complaints. In cases in which a judgment could be made the complaint was decided in favor of the complainant as frequently as in favor of the physician.

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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 (September 1999): 406–54. http://dx.doi.org/10.1086/210316.

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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 (September 1992): 307–16. http://dx.doi.org/10.1007/bf02685488.

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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 account for a variety of 'filtering" mechanisms that influence the relative merits of the cases adjudicated in each system. This Article explores these filters, focusing on one in particular: most employee grievances are resolved within the workplace through relatively informal procedures. Workplace structures thus filter out most employee grievances before they reach arbitration. This fact has significant implications for efforts to interpret the arbitration outcome research. It also highlights the significance of the workplace as a locus of dispute resolution activity. Indeed, a growing body of research focuses directly on workplace compliance and grievance procedures. Recognizing the significance of workplace dispute resolution leads to this Article's broader goal. That goal is to expose, and hopefully bridge, an artificial conceptual divide that separates the arbitration research from research into workplace dispute resolution. Many researchers view internal compliance and grievance procedures as a means of harnessing the employer's own regulatory capacity. This conception drives a research agenda that explores the role of workplace structures in generating private norms and in implementing (or subverting) public norms like anti-discrimination. By contrast, the arbitration outcome research conceives of arbitration narrowly as a court surrogate, one that should ideally yield equivalent outcomes at lower cost. Although legitimate to a degree, this conception artificially separates arbitration from other employer-structured disputing procedures and yields an empirical agenda that leaves fundamental questions unanswered. This Article closes by discussing two of these questions: First, do arbitrators play a meaningful regulatory role, either by shaping other arbitrators' practices or by shaping the terms of arbitration contracts? Second, under what circumstances do arbitrators effectively generate and enforce norms?

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Ngo Bebe, Dosithee, Fulbert Nappa Kwilu, Arlette Mavila, Eric Musalu Mafuta, José Mobhe Mangalu, Nasreen S. Jessani, and Bart Criel. "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 (September 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 and expectations. This study assessed how MHOs have managed member complaints and their performance in grievance redressal.MethodsUsing a sequential mixed-methods approach, we drew insights from four types of sources: review of approximately 50 relevant documents, 25 in-depth interviews (IDIs) with CBHI managers, 9 IDIs with health facility managers, 1063 surveys of MHO members and 15 focus group discussions (FGDs) comprising an additional 153 MHO members. MHO members in this study belonged to three different MHOs (Lisanga, La Borne and Mutuelle de santé des Enseignants de l’Enseignement Primaire, Secondaire et Professionnel) in the capital, Kinshasa.ResultsThe document review showed that there were no clear administrative processes for the implementation of the grievance redressal arrangement measures resulting in low member awareness of these measures. These results were confirmed by the IDIs. Of 1044 members surveyed, only 240 (23%) were aware of the complaint measures, and 201 (84%) of these declared they had used the measures at some point in time, 181/201 (90%) users who had used the measures declared being satisfied with the response provided. The FGDs confirmed that most members lack knowledge on the grievance redressal procedures, but those who were aware had made use of them and were often satisfied with the response provided.ConclusionMHOs should urgently improve communication with their members on the range of redressal measures put in place to address grievances. Attention should be given to properly monitor existing arrangements, and possibly adapt them with well-documented and communicated standard operating procedures.

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

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31

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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32

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 (December 1, 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 the ability of public authorities to pay compensation where damage has been caused by unlawful acts. The piece identifies many significant improvements that are brought about by the LAP, but also identifies a number of areas where further reform is needed, as there are gaps that remain in the current legal structures. administrative complaints, redress of grievance, law reform, administrative compensation, Ukraine

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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 (June 1, 2003): 159–68. http://dx.doi.org/10.2190/w096-nwck-kyb2-1wjw.

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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 (March 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 of public employees. Similarly, they are more likely to be present in towns with professional managers. Conflict resolution efforts (suggestion systems, whistleblower protection, counseling, and drug and alcohol assistance) receive relatively little attention among North Carolina communities. Outside of the larger cities use is marginal at best. While manager led towns are likely to engage in such practices, this still represents but a small proportion of even those communities.

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Wood, Deanna D. "LIBRARIANS AND UNIONS: DEFINING AND PROTECTING PROFESSIONAL VALUES." Education Libraries 23, no. 1 (September 5, 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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Campanile, Jessica, Caroline Cerilli, Varshini Varadaraj, Fiona Sweeney, Jared Smith, Jiafeng Zhu, Gayane Yenokyan, and Bonnielin K. Swenor. "Accessibility and disability inclusion among top-funded U.S. Undergraduate Institutions." PLOS ONE 17, no. 11 (November 23, 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 built and virtual environment, (2) public image of disability inclusion, (3) accommodations processes and procedures, and (4) grievance policy. Based upon the total points (out of a total score of 100), each university was assigned a letter grade (A-F). Results Of the top 50 NIH-funded institutions, 6% received an A grade on the Score, while 60% received D or F. The mean scores were 15.2 (SD = 5) for accessibility of built and virtual environment (20 points), 10 (SD = 3) for public image of disability inclusion (20 points), 30.6 (SD = 10) for accommodations processes and procedures (50 points), and 8.1 (SD = 3) for grievance policy (10 points). Conclusions Our findings suggest room for improvement in disability inclusion and accessibility among top university recipients of NIH funding. To provide an equitable academic experience, universities must prioritize disability inclusion.

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Dobbin, Frank, and Alexandra Kalev. "The promise and peril of sexual harassment programs." Proceedings of the National Academy of Sciences 116, no. 25 (June 3, 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 programs affect the representation of white, black, Hispanic, and Asian-American women in management. We find support for several propositions. First, sexual harassment grievance procedures, shown in surveys to incite retaliation without satisfying complainants, are followed by decreases in women managers. Second, training for managers, which encourages managers to look for signs of trouble and intervene, is followed by increases in women managers. Third, employee training, which proscribes specific behaviors and signals that male trainees are potential perpetrators, is followed by decreases in women managers. Two propositions specify how management composition moderates program effects. One, because women are more likely to believe harassment complaints and less likely to respond negatively to training, in firms with more women managers, programs work better. Two, in firms with more women managers, harassment programs may activate group threat and backlash against some groups of women. Positive and negative program effects are found in different sorts of workplaces.

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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 (November 5, 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 highlights the imperatives that are vital for rendering executable and implementable policies, procedures and remedies. The research methodology adopted for this paper is doctrinal and sources of information are both primary and secondary which includes opinion and experience of women in educational institutions, reports and articles from books, newspapers, websites, case laws, etc. Various statute books and Bare Acts like the Indian Penal Code, 1860, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and The Criminal Law (Amendment) Act 2013 has also been referred for the study. Research attempted to understand the perception of women in educational institutions towards sexual harassment issues and identify the consequences and aftermath of incidents of sexual harassment at workplace. This paper suggests measures for effective implementation of Sexual Harassment Redressal forums in Educational Institutions as prescribed by law of land.

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Harris, Neville. "Resolution of student complaints in higher education institutions." Legal Studies 27, no. 4 (December 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 divergence in practice and raises concerns about the fairness and accessibility of the procedures. The paper also includes discussion of the process for the external adjudication of student complaints established under the Higher Education Act 2004 and the way that complaints progress to it. The paper discusses the case for reform of higher education institutions’ student complaints procedures, which are surprisingly unregulated, including the introduction of a more independent element such as ‘campus ombudsmen’.

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Varner, Deena. "Quasi." Cultural Politics 15, no. 2 (July 1, 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 inside the prison functions to diminish the legal and political standing of both criminal and victim. In handling crime as an extrajudicial matter, adjudicated exclusively by disciplinary boards, the prisoner-criminal and prisoner-victim are positioned as quasi-legal subjects, bearing neither the rights nor responsibilities of citizenship. The prison, therefore, is a model institution for downsizing citizenship, and its disciplinary procedures are an ideal model for the neoliberalization of public institutions.

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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 (June 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 (July 24, 2009): 415–32. http://dx.doi.org/10.1007/s10551-009-0165-2.

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Aktar, Serena, and Md Mahbub Ul Alam. "Workers’ Satisfaction with Grievance-Handling Procedure: A Study on the Selected Garment Factories in Bangladesh." Management Dynamics in the Knowledge Economy 9, no. 3 (September 1, 2021): 345–62. http://dx.doi.org/10.2478/mdke-2021-00023.

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Abstract Employees are the most important asset in the organization. There should always be a good relationship between employer and employee. If employees are happy in the organization, then the organization can move towards success. Satisfaction towards grievance handling procedure is important in this regard since one of the most important consequences of mishandling of grievances is labor unrest. An employee’s grievance can be over the wage and salary, working hours, condition of work premises, employment conditions, etc. Keeping the views in mind, this study was conducted to examine the level of satisfaction towards different dimensions of grievance handling procedure and its influence on overall satisfaction among workers in some selected factories in the Readymade Garments (RMG) sector in Bangladesh. Data was collected using the Grievance Handling Procedure Questionnaire. A total of 284 garment workers from different garment factories located in Dhaka, Gazipur, and Narayanganj took part in the survey. Measures of central tendency, dispersion, and association have been used as part of descriptive statistics while multiple linear regression analysis has been used to identify significant predictors of turnover intention. The results indicated that four dimensions of grievance handling procedure, i.e., a decision given, time taken for solving grievance, follow up mechanism, and attitude of supervisors significantly predict workers’ overall satisfaction. However, structural features of the grievance procedure were found statistically insignificant. Finally, it was concluded that if managers and supervisors are well trained and workers’ grievances are handled effectively, they will be encouraged, assured, and will have positive feelings towards their organization and this would increase their overall satisfaction and, thereby, productivity.

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Tamragundi, A. N., and Seema Badiger. "ANALYTICAL STUDY ON BANKING OMBUDSMAN FROM BANKER’S STANDPOINT." YMER Digital 21, no. 06 (June 22, 2022): 754–63. http://dx.doi.org/10.37896/ymer21.06/76.

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In the present scenario, Banks are all set to add new frontiers by rendering quality services with the harnessed technology and globalised market to reach the pinnacle. Banks as a largest financial service provider, it would be the part and parcel of its life to outclass in its service delivery and also to receive both the positive and negative feedback. Banks, if not a good service provider, would get hindered with its progress. Nowadays, due to the diversity of population, Customers are having good education and sound knowledge about most of the aspects, and their tough competition among their counterpart are heavy, thus leading the Banks to be on par with it. If the Banks are not at the forefront in rendering quality services as per their expectations, customers would divert their mind towards other service providers, who would have great goodwill in the market. Through this study we would understand the significance of grievance redressal mechanism in Banking and the working of it towards the customers through a particular scheme provided by RBI called the Banking Ombudsman Scheme. The result of this study found that Banking Ombudsman verifies the matters on the viewpoint of both the Bankers and the Customers and supports the one who are on the right way adhering to the principles and procedures as per the Banking guidelines provided by RBI. KEYWORDS: - Banks, Banking Ombudsman, Customer, Competition, Grievances, Redressal Mechanism.

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Strunk, Katharine O., and Bradley D. Marianno. "Negotiating the Great Recession: How Teacher Collective Bargaining Outcomes Change in Times of Financial Duress." AERA Open 5, no. 2 (April 2019): 233285841985508. http://dx.doi.org/10.1177/2332858419855089.

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This article examines how teacher collective bargaining agreements (CBAs), teacher salaries, and class sizes changed during the Great Recession. Using a district-level data set of California teacher CBAs that includes measures of subarea contract strength and salaries from 2005–2006 and 2011–2012 tied to district-level longitudinal data, we estimate difference-in-difference models to examine bargaining outcomes for districts that should have been more or less fiscally constrained. We find that unions and administrators change critical elements of CBAs and district policy during times of fiscal duress. This includes increasing class sizes, reducing instructional time, and lowering base salaries to relieve financial pressures and negotiating increased protections for teachers in areas with less direct financial implications, including grievance procedures and nonteaching duties.

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Carmichael, H. Lorne. "Self-Enforcing Contracts, Shirking, and Life Cycle Incentives." Journal of Economic Perspectives 3, no. 4 (November 1, 1989): 65–83. http://dx.doi.org/10.1257/jep.3.4.65.

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The labor market is a rich and complicated place. When a worker takes a job he expects to earn a wage, but will also care about rates of wage growth, fringe benefits, levels of risk, retirement practices, pensions, promotion and layoff rules, seniority rights, and grievance procedures. In return, the worker must give up some time, but he is also asked to upgrade his skills, train other workers, provide effort and ideas, and defer to authority in questions of how his time is spent. Great changes are occurring in the way labor market institutions such as these are modeled. Central to the new approach is the concept of a self-enforcing implicit contract. The focus of this essay is on developments in the theory of self-enforcing contracts, and how these can be used to derive predictions about labor market institutions.

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Kinkeade, Edward. "The Top Ten Reasons Clients File Grievances Against Their Lawyers." Texas Wesleyan Law Review 5, no. 1 (October 1998): 35–53. http://dx.doi.org/10.37419/twlr.v5.i1.2.

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Lawyers must abide by their ethical duties and responsibilities before, during, and after representing a client. Failing to do so exposes a lawyer to disciplinary action and legal malpractice. Unfortunately, many lawyers, through calculated risk or carelessness, violate the very rules that protect their profession. The following article is based on a compilation of the actual number of grievances filed in Texas grievance committees. Although these numbers are not the whole story of why grievances were filed against lawyers, they serve as signals to the bar of major pitfalls to avoid. This paper includes an outline of the grievance procedure and a short history of the different bodies of law governing professional responsibility for future reference for those readers snared by disciplinary proceedings.'

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G M, ARCHANA, and Manjunatha S. "“A Study on Effect of Dispute Management with Special Reference to Employee Performance at Indigo Blues (A Unit of Gokaldas Exports Limited), Doddaballapura.”." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 07, no. 11 (November 1, 2023): 1–11. http://dx.doi.org/10.55041/ijsrem26673.

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This research paper studies the effect of conflict management on employee performance conducted in textile industry in indigo blues. The study investigates how efficient conflict resolution techniques affect staff productivity in businesses. Significant discrepancies in ideas on teamwork, a clear code of conduct, and dispute resolution techniques were also discovered by the study. Conflicts were shown to be exacerbated by heavy workloads, ineffective leadership, and insufficient employee participation in decision-making. The study makes suggestions for how organizations can enhance their dispute resolution practices, such as promoting open communication, creating clear policies and procedures, encouraging teamwork, offering conflict resolution training, setting up a formal grievance redress process, and guaranteeing fairness. Future surveys may involve corporate companies on a larger geographical scale, and include additional number of workers, for the purpose of attaining more reliable results. KEY WORDS: Employee performance, in effective leadership, insufficient employee participation

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M.Obadia, Eloïse. "Investor-State Disputes:What Works Beyond Arbitration?" BCDR International Arbitration Review 6, Issue 2 (December 1, 2019): 441–84. http://dx.doi.org/10.54648/bcdr2019012.

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Given the criticism addressed towards international arbitration to settle investor-state disputes, it is necessary to explore alternatives.The most prominent one is mediation which presents many advantageous features centered around preserving and nurturing the relationship between the state and the investor. While all the conditions are met for the increased use of mediation, it remains marginal, mainly because of the very essence of investor-state disputes. A promising alternative is conflict-prevention which includes several tools intervening at different levels of the investor-state conflict continuum. Such tools include grievance management mechanisms and investment ombudsmen which incorporate mediation techniques in their operating procedures and have proven to be efficient. In the end, it is better to prevent than to cure and the most efficient way to prevent is to educate. ‘I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.’ – Maya Angelou

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Al-Kaabi, Dr Haider Rasool Mohsen. "THE LEGALITY OF ISSUING A STATE ORDER IN THE DECISIONS OF THE FEDERAL SUPREME COURT IN IRAQ." International journal of law, crime and justice 04, no. 03 (May 1, 2024): 12–22. http://dx.doi.org/10.55640/ijlcj-04-03-03.

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In this legal study, we discussed the nature of the state order in terms of its legal definition, as the state order is a temporary administrative procedure issued by the competent judge in some instances according to the law on the petition submitted by one of the parties to the case, including facts and evidence and supported by documents in an urgent matter. Likewise, the state order does not enjoy the authority of the ruling order. Still, it enjoys the power of urgent legal enforcement. It suspends the implementation of all urgent procedures and decisions resulting from the issue issued against the state order until the issue of the case is resolved. And that the Federal Supreme Court, as far as the matter relates to the constitutional dispute, has taken the issue of issuing the state order regarding these disputes, even though its law and internal system are devoid of a text on it, basing it on Civil Procedure Law No. 83 of 1969 as amended in force, and as far as the matter relates to the nature of the constitutional dispute. It also fortified the state decision issued by it from appeal, although the Iraqi Civil Proceedings Law permitted appeal against this decision by way of grievance. Therefore, we will discuss this issue from both legal and practical perspectives, as well as the role of the Federal Supreme Court in resolving constitutional disputes and issuing such decisions when considering constitutional disputes.

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