Overall, a formal appeal and settlement process can be beneficial for both parties. There is a way for employees to air complaints and find appropriate solutions without taking legal action. It gives employers the opportunity to resolve problems before these problems arise in the form of litigation. (Of course, disputes are not always avoided in serious cases that are not sufficiently resolved!) Although a worker is allowed to file a complaint and represent himself through the appeals procedures, only an agency or union representative can normally avail himself of an arbitration procedure. To qualify, your union must authorize arbitration before it becomes an option. The conventional contract for unionized jobs is generally called upon to refer to how complaints are handled, such as .B arbitration or mediation. Some non-unionized jobs also have formal procedures for handling staff complaints and complaints. The complaint-like procedure may be unique for the organization, but there will often be a number of steps to follow to find a solution. For example, many appeal procedures begin to describe where the worker`s complaint should be filed.
B, for example, with the employee`s direct supervisor, who must then work with the union representative to determine whether the complaint is valid (i.e., determine whether the terms of the collective agreement are violated or misrepresered). This is of course just one example, but it is often like starting appeal procedures; it may be different in your workplace. Conciliation is a right granted by any union collective agreement. As a general rule, when a worker wishes to seek arbitration, he must obtain authorization from his union. As a general rule, a union delegates this task to an independent committee of union management and a decision is made. If the union accepts the case, it goes to arbitration. Otherwise, the only option for a federal officer may be to pursue his case with the MSPB, the Equal Employment Commission (EEOC) or the Office of Special Counsel (OSC). This chapter analyzes the appeal procedures that are conducted in collective dispute settlement agreements between unionized workers and executives. It focuses on the appeal procedure as a reactive mechanism for resolving labour disputes; Issues that are the subject of complaints and the impact of demographic factors on the complaint; The dynamics of the complaint resolution process, including arbitration of appeals, expedited arbitration and mediation of appeals; The scope of appeal proceedings and the doctrine of the administration`s reserved rights; appeal procedure and tariff authority; The results of dispute resolution after the complaint; Compared between unionized and non-union appeal procedures. Brief attention is also paid to the resolution of contractual disputes through mediation, arbitration and fact-finding.
The main conclusions are drawn at the end of the chapter. Arbitration procedures may apply to any type of disciplinary action, letters of formal notice, suspension or termination.