Grievance Procedure Essay

1641 Words 7 Pages
Register to read the introduction… Strengths
Indiana State’s process of policy grievance is a three-step system in which the employee has to take action and file a form to the supervisor for an appointment. The supervisor then looks over the file and then meets with the employee and witnesses. Then the supervisor has five days to go over the facts presented to him and returns a response to the employee and the human resources department. This is an example of building a consultation before, then giving the feedback after reviewed.
The process of the second step if the grievance is not resolved the employee has to contact the human resources employee relations representative. The form given to the employee is marked with questions such as: where did the incident occur, facts and exact information, and a suggested resolution. This step goes with putting the focus on interests and keeping it professional. This form provides a way for the human resources to evaluate the issue and keeping the focus on the main ideas instead of a broad overview of many opinionative
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What I would like to see implemented is the grievant see a counselor before meeting with the supervisor to see if they can patch things before getting to in depth when the issue could be resolved in an earlier stage. There should be an evaluation form to prevent future disputes that the employee can have easy access to. There should be a counselor for each school and at least one to go to with any issues before having to meet and state your case to a supervisor that has to over look so many other employees, which can be overwhelming.

Interest-based Procedures
The mediation step in the first part is filling out a form then having a sit down meeting with an appropriate supervisor that will listen and review the issue then get back to the grievant. This part of the process needs to be a quicker process. They need to implement when the grievant gets to the supervisor they have already talked to someone about it and the supervisor can then get to a quicker resolution. Instead of the grievant coming in and complaining for the first time add someone that they can talk to and when they get to the supervisor they already have let their emotions out and its all under control. This can also be improved by introducing a third party to come in and review the dispute to overview and give his consensus on the

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