Handlinga Union Grievance
Managinga Union Grievance
Acollective bargaining agreement comprises of the negotiation betweenworkers and employers with the aim of regulating remuneration aboutassigned duties and responsibilities. The union represents theemployees on issues such as salary, working hours, training, healthand safety, overtime and mechanisms of submitting complaints.
Asthe General Manger of the City Center hotel, it has come to theadministration’s attention that some of the employees have filed agrievance concerning the involvement of the manager in the cleaningof rooms. In my opinion, the workers have a legitimate interestbecause the participation of the manager in housekeeping duties meansthat the overall off work time for each staff reduces. Apparently,staff in charge of cleaning would be paid for the extra hours ofovertime during busy days. In addition, the manager has her duties toperform other than cleaning and it is possible for the employees toperceive that she is trying to cut the operational cost of paying thestaff for extra working hours.
Toestablish if this complaint is genuine, two steps can be followed.First, the workers are allowed to submit any relevant evidence thatsubstantiates the claim at any particular phase of the grievanceprocedure. Second, the administration will have to look into thematter through performance records and the financial records todetermine if the protest is valid.
Howthe Issue could have been avoided
Thereare several ways in which such an occurrence is eluded. For instance,the employment of additional housekeepers who are called upon whenthere is need will be helpful. In this way, the other employees willperceive them as their own and understand that the help comes whenthe work is too much for them.
Itis also important to note that the manager should have consulted onthe way forward instead of embarking on duties that do not fall underher docket. Furthermore, it would have been wiser to involve theemployees and inform them on the idea of her assisting and obtainingtheir opinions. In this way, any issue raised previously would behandled earlier before going to the union. Apparently, the manager isaware that the hotel has a bargaining agreement with the union andthus it would be better if she did not go against or appear to betrampling on the stipulated terms and conditions of the contract.
Respondingto the Union
Answeringback to the Union is a task that needs to be handled with utmostcare. At this point, the fact is that the occurrence in question isright, hence there is no need of denying the accusation. However,caution must be exercised to ensure that the incident is notperceived as an intentional infringement of the agreement. A possibleexplanation is that all the currently employed workers are allocatedthe maximum allowable working hours and when the load escalates, theycannot continue due to tiredness which compromises quality. Inaddition, part of the job description of the manager is to ensurethat all rooms are clean, and it is only sensible that she does thatespecially when it is necessary. Finally, owing to the event that sheparticipates in cleaning only on busy days, which rarely happens, itis not viable to employ a reliable person because such days areinsignificant.