Sample Solution

    Slide 1: Introduction Welcome to this 12-slide PowerPoint presentation that outlines the four steps of a typical grievance process and prepares for a meeting between a company and its employees. We will be discussing the responsibilities of each party involved, determining key employment laws that may govern this action, as well as recommending one outcome for the situation and its ethical implications.

Slide 2: First Step – Presentation of Grievance The first step in the grievance process requires the employee to present his or her complaint formally to their employer. This is done by submitting a written document outlining their grievances (e.g., unfair wages, inadequate working conditions) along with any supporting documentation they wish to attach (e.g., pay stubs). The employer should provide an acknowledgement that they have received the documents within five days and arrange an initial meeting with all relevant parties within two weeks. Slide 3: Second Step – Meeting Between Company & Employee The second step of the grievance process involves scheduling a meeting between representatives from both sides – typically management on behalf of company and union representatives on behalf of employees – wherein both parties can openly discuss matters related to grievances presented by employees. During this time, each party should attempt to reach some sort of agreement or compromise in order for them to move forward in amicable terms without further conflict or litigation if possible. If an agreement cannot be reached then arbitration can take place at which point third-party determination takes place instead. Slide 4: Third Step – Mediation & Arbitration The third step consists either mediation or arbitration depending on whether it was requested by either party after failing to come up with any mutually agreed upon terms during their initial meetings together. Mediation is when an impartial mediator helps facilitate discussions between both sides while attempting remain neutral yet support negotiations so that they may reach common ground more easily than before while arbitration entails bringing in a third-party arbitrator who ultimately decides how best handle issues based off evidence provided by each side before making a final ruling on matter at hand; whatever decision made must be accepted regardless if it goes against either group’s favor due binding nature such proceedings entail unless legal action taken afterward prove otherwise (i.e., court appeal). Slide 5: Fourth Step - Court Action/Legal Proceedings If no resolution has been reached through previous steps involving both informal discussion sessions alongside formal mediation/arbitration hearings then fourth step arises wherein problem must addressed legally through court system; however, such approach often viewed last resort considering amount time expense would require litigants go through even though potential success rate much higher compared settling out court beforehand where usually one side not truly satisfied because feels forced accept something less deserved had case gone trial instead (though settlements still possible afterwards even during trial itself). In end though hope always exists justice shall prevail whatever form takes given circumstances surrounding particular dispute being discussed today! Slide 6: Responsibilities of Each Party Involved It is important for each party involved understand clearly what role plays regarding entire process including respective obligations abiding rules regulations governing labor relations collective bargaining agreements exist order ensure smooth efficient proceedings throughout duration hearing(s). Employer responsible ensuring prompt internal investigation follows reporting procedures established since beginning thusly providing opportunity purchase rebuttal evidence present defense when necessary while employee duty report problems timely manner prepare make statement defend himself prior start actual workplace tribunal session officially convenes hear arguments decide upon fair solution based facts gathered presented during deliberations thereafter follow decisions made therein so long nonviolations occur nothing contrary law allows override judge's verdict rendered conclusion thereof finally afterward allow adequate period reflection determine whether post-trial litigation needed address change attitude towards overall settlement package offered following closing statements once again signifying importance employing knowledge power leverage obtain results desired avoid unnecessary conflicts arise due misunderstanding misinterpretation set guidelines applicable hereinbefore mentioned timeline expectations same remain valid until amendment acceptance superseding authority issued subsequently hereby supercedes these current terms outlined hereinabove combined effect subsequent operations moving forward henceforth defined thenceforth accordant theretofor said persons whom bound thereforeby foregoing declaration now stand forthwith unmitigated commitment fulfill respective responsibilities outlined forthwithin compliant heretoforeand hereafter shall agree abide thereunto according same aforesaid conditionally hereinafterafter resolutely upholding thereunder under penalty penaltyof thereof undergoing enforced consequence thoseherein constituting statutory violation unwarranted disregard intent purpose specifieddue scope application accordsability enforcement accordance thosethereinto enshrined hence therebyforth solidifiedstanding present force effect immediatelyalthoughnotwithstanding anything containedwithin hereinabove appears contradictingtherefrom itshall conclusively affirmed personsof competentjurisdiction adjudging decision onlycan controlcontroversy respectthereof arising interpretation these provisions extendedagainst violatingparties notwithstanding anything containedwithinpreceding paragraphs shallmake noprejudice whatsoever rightsguaranteedotherwiseaccording law generalstatutes government applied respective geographicarea jurisdiction liesresides subjecthereto aforesaidasmay amended modifiedsupersededor revokedanytime sole discretion appropriateauthoritieswithout notice giventheparties respectively affected thusly therebyestablishingfundamental basis proceedingstakeplace movingforward orderlyfashion pursuancethefeasibility resultssoughtout commensuratemeans employed achievingthem consideredabsolutely essentialenduringobjective pursuit ultimatefinality objectivegoal accomplishednow therforethussaid goalbereached manifested fullaccordance rightsof entitled citizensaffectedduties duties stipulatedhereby dulynoted acknowledgedratified sumtotal understandingmutuall partiesconcernedthusly bindingforce lawfullysanctioned able enforceableall courts jurisdictionwhereupon concernsaction broughtunder purview recommendation outcome situationethical implications 400 WORDS . Slide 7 : Key Employment Laws Governing Action There are several laws pertainingemployment which mustbe taken into accountwhen evaluatingthis particular case These include butare not limitedto Title VII Civil RightsAct 1964 EqualPay Act1963 Age DiscriminationEmployment Act1967 AmericansDisabilities Act1990 Family MedicalLeave Act1993 National LaborRelationsAct 1935 among otherlaws commonlyemployed contextualize disputes casesregarding discriminationharassment wrongfultermination wagehour violationsetc Dependingspecific circumstances individualcase certain otherstatutesthat mightapply deemedrelevant addition setaforementioned statues Slide 8 : Recommended Outcome Once all informationhas been gathered reviewedproperly goodfaith effort undertakenreach consensus amongstpartiesthen idealrecommendation would bedetermine suitable outcome bearmind interests allinvolved particularlythose impacted directlydispute itself Thatcould mean addressingissues raised originalcomplaint compensatorydamages restoreemployee backhisher previousrole reinstatement salaryrestoration disciplinaryremoval recordother alleviativemeasures deemedappropriate givencircumstances Takingthese sorts stepspromote morale workenvironment improveproductivity levelscounteract disruptiveeffects incident generated previouslywhilst simultaneouslymaintaining standards integrityrequired corporateculture Slide 9 : Ethical Implications Underlying proposedoutcome focusshould beset constructive ethicalprinciples serveguideline determinemost effective wayhandle situationat hand Basedupongood faithconduct criteria fairnesswhichdefined globally acceptedsocial norms justiceprocess behaviorshould alwaysincorporated resolving dispute Ultimatelyethics seesnoboundaries dictatedwhatever typebusiness industry natureconflict also extendsfairness honestyintegrity upholdrights responsibilitiesthat stemfrom mutualagreementboth workforcemanagement part ethoswill greatlyenhance chances successfulresolution unlikemanipulative tacticsbased selfinterest shortterm gains beneficialnonetheless Slide 10 Conclusion To conclude ourpresentation wehave discussedfour stepsgrievance processresponsibilitieseach partyinvolvedkey employmentlawspolicy governingactionrecommendedoutcome ethicalimplicationsemploymentrelated disputesWe hopethis hasbeen helpfulyou betterunderstandroles processesmusttaketo resolvematterspeacefully equitably Slide 11 Thank YouThank you foryourtime allowingustodiscuss this importanttopicWe hopethatwehave answeredsome keyquestionsprovided sufficientinformationprepare yourcompanyfor nextstepsemploymentrelateddisputesAnd remember fairnesshonestyalwaysbest policybothshortlong termbenefits Slide12 References [1]http://wwwHR Councilorg/publications/Grievance pdf [2]https://wwwHRCouncilca/hr policiesprocedurespdf [3]http://LII Cornelledu /us code title 29html