Administering the Contract: Grievance Handling and Arbitrating Workplace Disputes
September 19, 2013
The success of a contract is measured not only by the results at the
bargaining table, but also in its implementation on the shop floor, at the call
center, or in the warehouse in the years following ratification. Contract
interpretation and implementation issues are among those frequently overlooked
concerning management’s successful administration of a collective bargaining
This unique course not only discusses the mechanics of the grievance
procedure, but also stresses the importance of managing the workforce over and
above the scope of the collective bargaining agreement.
Instructors explain the typical “steps” in many contracts’ grievance
provisions, and drawing upon real world examples, participants experience role
playing exercises to illustrate the various ways grievance and arbitration
processes are implemented.
When grievances are not resolved, arbitration can ensue, resulting in a
protracted, expensive resolution. While the mechanics and management obligations
for arbitrations are explored, the course focuses on the strategic resolution of
grievances, the role of grievance filing by unions as a corporate campaign
tactic, and the arbitration “go/no-go” decision-making process.
As a component of the HR Policy Association Labor Relations Professional
Certification series, course exercises are drawn from scenarios described in HR
Policy Associations’s Labor Relations Professional Certification Case and
Cancellation Policy: Registrants who notify the Association of
their inability to attend a training course for which they have previously
registered and paid will receive their choice of either a full refund of their
registration fee or a credit toward a future HR Policy Association course for
the same amount, if written notice is received by the Association 10 or more
calendar days in advance of the event. If written notice is received fewer than
10 days in advance of the course, either a substitute participant may attend or
50 percent of the paid registration fee will be credited to the member’s account
toward a future HR Policy Association course. Registrants who do not
provide advance written notification of their inability to attend an event will
be ineligible for a credit, refund, or substitution. All crediting and refunds
are processed following the close of each event. Unused credits resulting from
training courses will expire within one year from the beginning date of the
course and are non-refundable.
HR Policy Association / LRPCertification
Training sessions sponsored by HR Policy Association on a space-available basis, or In-house training sessions (may be customized for the particularized needs of your company)
The Stowe Grievance Case Study - It is important that you read and are familiar with the Stowe grievance case study prior to the course. It will be the basis for the final group activity.