Labor Relations Law Midterm # 2 Ch10

Front 1

Grievance

Back 1

The core of contract administration and is defined as an employee's alleged violation of the labor agreement that is submitted for resolution

Front 2

Employee Voice

Back 2

Opportunity for an individual to offer input into management's decision making and discuss, even appeal, adverse employment actions

Front 3

Grievance Mediation

Back 3

Formal step in the grievance procedure designed to resolve grievances without the use of arbitration

Front 4

Directive or Results-Oriented Mediation

Back 4

Approach to grievance mediation where the goal is to bring the parties to a certain agreement that the mediator believes is appropriate and achievable. Mediator sits down with both parties who talk to the mediator directly, not to each other, with the agitated party going first

Front 5

Transformation Mediation

Back 5

Approach to grievance mediation where the mediator tries to get the parties to discover their own separate and mutual resources and to understand the other party's point of view. Serves as a good starting point from which to move on, if necessary, to other approaches to mediation

Front 6

Open-Door Policy

Back 6

Policy that encourages employees to resolve any workplace problems with their immediate supervisor because the supervisor is the person closest to the situation and may be aware the problems and may be in a position to offer a new perspective

Front 7

Ombudsperson

Back 7

A person employed by a company to help resolve personnel disputes. Functions as a “go-between” the aggrieved employee and the company manager

Front 8

Peer Review Panel

Back 8

Mix of employees, managers, and non managers that conduct a hearing in which the aggrieved employees tells his or her side of the story and presents witnesses

Front 9

Early Neutral Evaluation

Back 9

A process in which a neutral party is chosen jointly by the employee and the company to conduct an informal hearing at which the parties present their evidence and arguments. Purpose of the hearing is to narrow the issues and help the parties better understand the strengths and weaknesses of their positions

Front 10

Codified Relationships

Back 10

Stress the rights and privileges of union stewards and first line supervisors established through the labor agreement and various union and management publications

Front 11

Power Relationships

Back 11

Develop in situations where the supervisor and union stewards pursue differing interests or goals

Front 12

Empathetic Relationships

Back 12

Occur between individuals when each is aware of the other's situation and is guided by an understanding appreciation

Front 13

Third-and-One-half Step

Back 13

Management and union reps meet to discuss and trade grievances, dispatching several cases originally scheduled for arbitration