MGT 3513 Study Guide - Midterm Guide: Scientific Management, Collective Bargaining, Union Representative
Document Summary
A brief history of nonunion grievance procedures: the legal model of the employment relationship, used to be a very subordinate relationship with regards to management, changes in the legal environment, legal mandates of the 1960s, did not require that companies adopt dispute resolution for their employees but it encouraged them to adopt policies that gave the appearance of treating employees more fairly, emphasized rights based resolution, protection from lawsuits, two parallel trends, explosion of anti discrimination lawsuits, dramatic increase in wrongful discharge litigation (employment at will doctrine is a very powerful defense for employers) iv. Union vs. nonunion grievance arbitration: universal in the unionized sector but not at all widespread in the non unionized work places, similarities: multi step procedure, independent hired in both, difference: scope of coverage much narrower, in nonunionized management pays for and selects arbitrator; in unionized both sides select and help pay, 10 15% of non union employers provide some method of arbitration.
