Essay Labor Relations and Collective Bargaining

1113 Words Oct 10th, 2013 5 Pages
Week 6 Chapter 10 &11 & 8
Describe the advantages and disadvantages of grievance mediation. Grievance mediation is “the use of a neutral third party as one step in a grievance procedure,” (Carrell & Heavrin, 2010, p. 496, para 1). Some of the advantages of grievance mediation are cost savings, time savings, both parties can identify their case without worrying about the decision being final, being able to resolve issues, cost settlement can be avoided. Neither party will have to incur the charges that they would have to pay in arbitration. Time will be saved with mediation. Mediation typically takes 44 days while arbitration takes around 473 days. If the parties do not come to an agreement both sides can evaluate the weaknesses
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If mediation was not available the first thing that would be available would be arbitration. Arbitration can be a very long costly process. With arbitration being more costly and more timely and if mediation was not available there would not be any other options for grievances. Mediation of any conflict is the best use of alternative dispute resolution. Mediation puts the conflict in the hands of those involved, and grievance mediation forces dialog between the parties with a conflict. Mediation can help solve conflict, reframe from future issues, and allow both sides to hear, understand, and communicate their differences. The only time grievance mediation would be less effective is in harassment issues such as sexual or when someone is threatened with both job and physical violence. Issues of hate, concerning especially those involved in ethnic or race problems are less likely to be effective if the problem is escalated beyond understanding of differences in culture and needs. While these are usually escalated conflicts, they are also considered dangerous and a threat to the person. Some of these can be mediated, but only if escalation is in the early stages. Other options in those cases would be the inclusion of law enforcement, legal means to prevent further escalation, and counseling.
Reference
Carrell, M. R., & Heavrin, C. (2010). Labor relations and collective bargaining: Cases, practice, and law (9th ed.). Upper Saddle River, NJ: Prentice Hall.

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