Question

Human Resources

You have been a department manager at Metro Hospital for 15 months. Today you received a memo from the Human Resources department indicating that one of the employees whom you supervise, Ramon Olivarez, has come to them to file a grievance against one of your actions. In accordance with company policy, you are asked to provide a written response within a week. A copy of Ramon’s grievance is attached to the memo and reads as follows:

“My manager don’t understand my situation. He may have a college degree, but he don’t know nothing about what it takes to do my job. Last year he was only here a couple months before he done my eval. He wrote me up for not doing stuff Mrs. Johnson always told me I didn’t have to do. He gave me a stinking 15 cent raise. Mrs. Johnson always gave me at least 25 cents. He don’t like me and I can prove it. He’s been on my case all year to keep the halls and doorways clear of boxes and stuff when that’s not even my job. Now he gave me a written warning! I want that out of my record. I know he only did it because my eval is due again and he’s setting me up for another lousy 15 cent raise. He never tells Mary or Dennis to get rid of the boxes. He’s warned Freddy to stop sneaking off for smoke breaks a hundred times but he never wrote him up. This ain’t fair. He just don’t like the way I look or something.”

Describe the steps you would take in preparation for writing your response to Ramon’s grievance. (Hint: Firing Ramon would not be a good choice.) You do not need to write the response. During the formal grievance review process, policy prohibits you from discussing the grievance directly with Ramon.

Answer 1

From my point of view the steps in this situation which I should consider are:

Informal action: If the injustice is approximately slight, the manager or employer should analyze with the worker or employee to check if it can be set on informally.

Investigation: As promptly as possible after getting a grievance, the manager or employer should bring out a survey. In many instances, this will be an almost simple fact-finding action.

Grievance meeting: After the investigation, the manager or employer should keep a discussion with the worker or employee so that he or she has a chance to describe the protest.

Decision: Having checked out the proof, the manager or employer will require to finalize to keep or reject the grievance. The decision should be given to the employee, in writing, as preferable as viable.

Appeal: If the grievance has been refusing or in part refused, the manager or employer should be ready for a plead. It should be hand out with an unbiased employer or manager and, where viable, a more senior employer or manager than the individual who hands out with the grievance. Most appeal listening will be in the way of analysis but can take the form of a relistening if the starting stage was usual unsound. After the hearing, the worker or employee must be well informed in writing the appeal's result.