Adjustment of grievances: Overview, definition, and example
What is adjustment of grievances?
Adjustment of grievances refers to the process through which an employer, union, or other relevant parties address and resolve complaints or disputes raised by employees or workers. These grievances may relate to issues such as working conditions, wages, benefits, treatment by management, or violations of workplace policies. The adjustment process typically involves discussing the issue, investigating the facts, and negotiating a resolution that is acceptable to all parties involved.
In the context of labor agreements, grievance adjustment procedures are often outlined in the collective bargaining agreement (CBA) and provide a formal framework for resolving disputes without resorting to strikes, litigation, or other disruptive actions.
Why is adjustment of grievances important?
The adjustment of grievances is important because it helps maintain a positive work environment by addressing employee concerns in a fair and timely manner. Effective grievance resolution can prevent disputes from escalating, reduce workplace tension, and foster better relationships between employees and management. It also ensures that employees feel heard and valued, which can improve morale, productivity, and employee retention.
For employers, having a clear grievance adjustment process helps mitigate the risk of legal disputes, strikes, or employee dissatisfaction. It provides a structured approach to resolving conflicts and maintaining compliance with labor laws or company policies.
Understanding adjustment of grievances through an example
Imagine an employee who feels that they have been unfairly passed over for a promotion. They file a grievance with their union, and the grievance is then processed according to the company’s grievance adjustment procedure. The grievance committee meets to discuss the issue, gather facts, and hear from both the employee and management. After reviewing the situation, the committee may decide to offer a resolution, such as reconsidering the promotion decision or providing the employee with additional training opportunities to qualify for future promotions.
In another example, an employee files a grievance related to unsafe working conditions. The employer and the union meet to address the concern. They investigate the conditions, determine if improvements are necessary, and agree on a plan to fix the issues, such as providing better protective equipment or changing certain safety protocols.
Example of an adjustment of grievances clause
Here’s how an adjustment of grievances clause might appear in a contract:
“In the event of a grievance arising from the interpretation or application of this Agreement, the parties agree to follow the grievance procedure outlined in this section. The grievance shall be presented in writing, and the parties will make reasonable efforts to resolve the issue through discussion and negotiation. If the grievance cannot be resolved at the departmental level, it shall be escalated to higher management or arbitration as outlined in the dispute resolution process.”
Conclusion
The adjustment of grievances is an essential process in resolving disputes between employees and employers. By providing a structured and fair way to address concerns, this process helps maintain positive working relationships and minimizes the risk of conflict escalation. An effective grievance adjustment process not only improves workplace morale but also ensures that disputes are handled legally and efficiently, promoting a healthy and productive work environment.
This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.