Sources of delay in grievance arbitration

This study investigates the sources of delay in the grievance arbitration process. Three delay components were examined: delay in proceeding to hearing, delay from hearing to written award, and overall delay. Multiple regression analyses showed that the arbitration hearing format (tripartite panels versus sole arbitrators), the use of legal counsel, and individual arbitrators themselves, were all significant sources of delay. Further, over the twelve-year period examined in this study, the average grievance arbitration case lengthened by about 7.9 days per annum.     

The nonunion grievance procedure: a viable system of due process?

This article reviews and critiques the literature covering the functions, structure, and viability of the nonunion grievance procedure. The authors give several arguments in support of their position that the benefits outweigh the costs of such a procedure for unorganized staff whether viewed in terms of society, the employee, or the labor market parties. Next the article briefly summarizes the empirical literature reporting on the operation of nonunion grievance procedures in a number of private-sector firms. These results are linked to the two conceptual models of an effective grievance procedure advanced by Yenney and Epstein. The authors, based on their assessment of organizational practice, identify several potential and real problems with the presently operating nonunion grievance systems in most American firms. Finally, the article concludes with a set of research propositions that systematically address both the current criticisms of the viability of such a procedure and whether most grievance procedures covering unorganized employees meet the standards of due process and organizational justice generally found in union grievance systems.     

Considering grievance mediation

This article uses a public sector case study and a review of the social science literature on disputing processes to question assumptions made by labor relations advocates of grievance mediation. The author argues that labor policy on alternative grievance resolution processes cannot be adequately made without consideration of the specific labor-management relationship within its social context. A model is proposed to assist parties considering grievance mediation by making the social context more explicit.     

Lawyers,gender and grievance arbitration outcomes

Why should the grievant’s gender or the presence of legal representation affect arbitration outcomes? The “chivalry hypothesis” holds that male arbitrators will tend to favor female grievants; its theoretical mirror image, the “evil woman” hypothesis, suggests that female grievants suffer a comparative disadvantage vis-à-vis similarly situated males. However, neither hypothesis (both drawn from criminologists’ studies of judicial sentencing patterns) applies all that well to the grievance arbitration process where, unlike in the court system, the parties themselves select their decision-maker. This is not to say that the grievance arbitration process is free of gender discrimination, only that arbitrators are probably not the source of any pro- or anti-female bias which may be uncovered.     

Performance appraisal and the need for an organizational grievance procedure: A review of the literature and recommendations for future research

The majority of performance appraisal systems do not result in valid and reliable evaluations of employee performance. As a consequence, conflict in the workplace may result, and a grievance procedure for employees may be necessary. This article outlines some of the problems associated with performance appraisal systems, presents the need for a grievance procedure and possible formats, and poses questions for further research.     

Organizational governance and the grievance process: In need of a new model for resolving workplace issues

This article begins by providing insights from the research literature on the union and nonunion grievance processes in the United States. We then take a look at the status of “voice” in the American workplace and identify both inherent and practical implementation problems in providing employee “voice” regarding workplace rules. Finally, we lay out the elements of a viable system that would best meet the criteria for procedural and substantive due process in the employment relationship.     

Constructive responses to sexual harassment in the workplace

Sexual harassment is a significant problem in the workplace, including the union work environment. A repertoire of positive responses can be called upon to deal with sexual harassment: (1) Complainants can be empowered to become agents of action and to respond effectively, orally or in writing, to sexual harassment. (2) Shuttle diplomacy utilizing a neutral third party can be effective in both stopping harassment and fostering communication between grievant and harasser. (3) Mediation by a neutral third party can provide immediate communication and restoration of a constructive workplace atmosphere. (4) Generic solutions (workshops, seminars, etc.) focus on the problem or on a generalized approach to improve the workplace setting rather than the individual. (5) Establishment of sexual harassment policies or a policy of well-being of staff can establish a supportive institutional framework. (6) As an extension of its sexual harassment or well-being policies, management can convene workshops, seminars, etc. to educate all its constituents. (7) In many organizations, appointment of an Ombudsperson has provided an effective mechanism for dealing with harassment. This ensemble of options can be utilized prior to loding a formal grievance. In many instances, these maneuvers can effectively deal with sexual harassment.     

电子水准仪和Excel在+255沉降观测中的应用

电子水准仪提高了水准测量的外业速度,同时也提高了测量数据的精度、效率;减轻了测量外业人员的劳动强度。在内业处理时,使用Excel做处理,快速准确的计算出各个观测点在不同观测日期时的高程值,并且通过Excel计算出各个观测的沉降值。根据各个观测点高程值、累计沉降值通过Excel做出各个点的沉降与时间关系图,无需人工作图。根据做出的沉降时间关系图,对沉降做出分析。     

Defending your life: When women complain about sexual harassment

Women who complain about sexual harassment in a union work environment may find that they are the focal point of the union’s defense of the alleged harasser. The defense the union uses can be broadly defined as one of four: deny the event, blame management, blame society, and blame the victim. This study investigates the frequency with which these defenses are used and their relative effectiveness. Deny the event and blame the victim were used in more than 80% of the cases. Their use was not significantly changed over time. There was no significant difference in the arbitrator’s decision based on the defense used by the union. It is suggested that unions consider using the blame management defense because it is equally effective but does not have the same negative effects on the victim as denying the event or blaming the victim.     

工程量清单招投标模式下的结算造价方法

工程量清单招投标模式下的结算造价一般包括以下五方面的造价:①招投标清单项目内的结算造价;②重新进行清单组价的结算造价;③价差调整造价,即招投标清单项目内的工料机价格变化超过合同约定的风险变化幅度时引起的价格调整造价;④综合单价调整引起的造价,即招投标清单项目内的清单工程量变化超过合同约定的风险变化幅度时综合单价引起的造价;⑤措施费调整造价。本文在介绍相关理论的基础上,结合实际案例论述了相关清单计价软件和电子表格软件的实战操作。     

Managerial Justice: A Field Study of the Initial Steps of Appeal

Most of the existing grievance literature has focused on formal legalistic processes. This exploratory field study discovered that many issues in the instant case site were dealt with informally via negotiation outside the formal hearings. Based on the author's experiences while working as a union officer for 20 months and an employee for 11 years, we attain a more accurate political portrait of what transpires in the initial stages of appeal. A largely tacit managerial system of justice comes to light in the author's encounters with stonewalling, runarounds, double talk, threats, coercive acts, snow jobs, misdirection, smoke screens, and disinformation.     

工程结算审核的管理和控制

为了确保工程施工进度与质量安全,就必须对整个工程成本进行严格地控制,并在整个工程或者分项工程完成后积极做好工程结算审核工作,从而强化工程结算审核的合理性与可靠性。但是由于工程结算审核需要在大量事实和依据上进行,使得审核过程出现了诸多问题,对预结算的准确有效性造成了严重的影响。本文就工程结算审核的管理和控制进行了分析。     

审核建设工程竣工结算的方法

审核建设工程竣工结算是建筑结算工作中很重要的内容,结算状况是否准确,既关系到发包单位的利益,更关系到承包单位的利益。这里分析了建设工程竣工结算中所存在的问题,并阐述了审核竣工结算的方法。     

软基处理施工质量控制要点

软基处理在公路施工中很普遍，做好软基处理施工质量控制对防止路基病害非常必要。文章介绍了软基施工的基本原则，并从原材料、施工机械、施工过程、成品检测等方面探讨了软基处理施工质量控制要点。     

浅谈高层建筑施工中沉降观测的应用

在现今的建筑领域里,有许多的建筑名词,这些名词都对建筑存在的大大小小的问题进行着规范,现在我们将对沉降观测的应用进行分析,对沉降观测的要求进行研讨,对沉降测量的步骤进行整理,并且对沉降的注意事项进行分析,从而能使沉降观测在建筑这方面有一定的完善,避免因沉降原因造成建筑物主体结构的破坏或产生影响结构使用功能的裂缝,从而造成巨大的经济损失,这种精确地沉降测量可以使建筑更加的美观质量更好,客户更加的相信我们的质量,让我们的建筑在我们的国家能有一个更好的水平。     

实施分步结算提高结算效率

在水利工程建设以及供电企业经营的过程中采取分步结算模式,是符合我国电网基建管理集约化和快速化发展的表现。基于此,在实际的结算工作中为了能够提升结算效率,优化工程建设,需要技术人员切实管理好工程结算与工程现场管理相互脱节的问题,并防止出现竣工后结算滞后的情况。同时,在完善工程造价结算管理效率的同时,为整个工程的建设以及发展奠定坚实可靠的基础保障。论文主要研究实施分步结算步骤,提升结算效率的措施。     

Protecting employee safety rights: OSHA or arbitration?

This paper analyzes the protection of employees against employer retatliation for seeking a safe and healthy workplace. It discusses the exercise of rights guaranteed by the Occupational Safety and Health Act (OSHA) of 1970 and compares the legal protection of Section 11(c) of that Act with the grievance arbitration mechanism found in most union contracts. It also considers the importance of union representation in the ability and protection of employees seeking to exercise their OSHA rights. Administrative and legislative recommendations are made to improve the OSHA procedures, and questions are raised regarding adapting arbitration procedures to the OSHA mechanism.     

Review of no-fault absenteeism cases taken to arbitration, 1980–1989: A rights and responsibilities analysis

No-fault absenteeism control programs represent an emerging counterpoint to traditional misconduct-based approaches. By altering the policies governing absence in the work place, the rights and responsibilities of both the employee and employer may be modified. This article examines the arbitral standards applied in the disposition of grievances arising under no-fault absenteeism plans. Arbitration cases from 1980 to 1989 are analyzed; a taxonomic structure for reviewing arbitrator rulings on the unilateral imposition of no-fault programs, as well as discipline and discharge arising under no-fault policies, is developed. While advocates of no-fault plans have asserted that arbitrators will embrace these plans, the results of this analysis indicate that arbitrators will infuse standard elements of reasonableness and just cause into no-fault policy. Trends in arbitral standards in absence cases, policy-making strategies for managements and unions, as well as implications for the rights and responsibilities of employees and employers are outlined.     

The ‘Graying’ of ‘Green’ Zones: Spatial Governance and Irregular Settlement in Xochimilco,Mexico City

This article details the evolving social and spatial dynamics of a planning approach that is now being used to regulate irregular or informal settlements in the conservation zone of Xochimilco in the Federal District of Mexico City. As part of the elaboration of ‘normative’ planning policies and practices, this approach counts, maps and then classifies irregular settlements into different categories with distinct land‐use regularization possibilities. These spatial calculations establish a continuum of ‘gray’ spaces, placing many settlements in a kind of planning limbo on so‐called ‘green’ conservation land. The research suggests that these spatial calculations are now an important part of enacting land‐use planning and presenting a useful ‘technical’ veneer through which the state negotiates competing claims to space. Based on a case study of an irregular settlement, the article examines how the state is implicated in the production and regulation of irregularity as part of a larger strategy of spatial governance. The research explores how planning ‘knowledges’ and ‘techniques’ help to create fragmented but ‘governable’ spaces that force communities to compete for land‐use regularization. The analysis raises questions about the conception of informality as something that, among other things, simply takes place outside of the formal planning system.