HR Final 3

The __________ step of the greivance procedureinbolbes union grievance committee members and management's labor relations representatives being brogut in to discuss the supervisor's first-step answer

The third step of the greivance procedure includes the individuals from step 2, but also includes the labor manager and other management officials (such as a general foreman, superintendant, or assistant plant manager) members of the unions grievance committee, and the union's international union representative. These individuals are added because

In the fourth step of the grievance procedure, a third-party neutral mau furnish either

Succesful greivance mediation depends on

The United States Porstal Service engages in 

The union steward has a _________ capability that says it is not necessary to consult with first line supervisors or the employee prior to filing a greivance

_________ suggests that first-line supervisors should have the authority to resolve grievances at the first steop of the procedure to give the employee a prompt response

Involves trading away grievances dispatching cases orginally set for arbitration, some argue this violates the duty of fair representation.

considered the union's fair representation obligation i the grievance procedure involved an employee with high blood pressure claiming that the union refused to take his claim to arbitration. supreme court ruled that the union acted in good fairth

7 golden rules of the union's duty of fair representation

Bowen, USP worker whose case went to the supreme court regarding altercation with another employer who pursued greivance remedy but the national office refused to take

First occured in us in 1865

Provided for final resolution of disputes interrupting work that contributed to the war effort

Supreme Court ruling that said parties could bring suit against a party that refused to arbitrate a labor dispute for violation of the labor agreement under section 301 of the LMRA

Involved a 1969 strike over work given to bargaining unit personnel. Union struck even though the labor agreement required arbitration supreme court sided with management that the process of the agreement should have been followed

Method used by the American Arbitration Association that involves striking names of arbitrators who are not succesful and then ranking 1 most preferred etc. The arbitrator selected will be the one who recieves the highest rank amoong those remaining

Two perspectives on the arbitration process

Arbitration has a  _________ value by allowing a grievant to openly air a conpang against a mangement decision

1974 Supreme Court Ruling that said the arbitrators expertise pertains to labor agreement intepretation and not to resolving federal civil righs lawS, but th e________ decision may enable arbitratos instead of the EEOX and the courts to resolve a discrimination grievance filed under the terms of a collective bargaining agreement

NLRB deferrel to arbitration policy was formulated in the ____________ and upheld in the ______ case

Challanged managements total discretion to discipline employees in 1935

Legally shaped managements disciplinary policies

The three broad powers arbitrators have on discipline

 Disciple can improve efficiency by accomplishing the following interraleted purpose

Discharge is ____ rather than ___- and is appropriate only when all other attempts at correction have failed or the nature of the offense is so heinous lesser forms of discipline are inappropriate

Many arbitrators and supreme court in Dennis O' Conner v. Magno Ortega permitted evidence obtained

Written work rules must be reasonable, clear, and state the consequences of their violation

Focuses on the purpose or rationale of the work rules to ensure that an emplooyee has not been arbitrarily disciplined or discharged

Is a form of due process usuall covered in the labor agreement and includes language such as the right t oa fair and impartial fact-finding process

Pertained to an employee who was believed to have paid only a fraction of the price of food she took out of the store. Told management she repeatedly asked for union representation, but was denied it. NLRB decided that management did commit an unfair labor practice violating section 8 of the NLRA by denying the employee union re[resentation

Although union representation must be given to an employee when the employee reasnonably believes an investigation couild result in disciplinary action. The employer ___________

NLRB was appealed throught the courts and eventually upheld by the 

Assigning an employee a more sever penalty than the one originally given