The Grievance and Arbitration Procedure Cassandra L. Floyd Strayer University Professor D. Robinson
Document1THE GRIEVANCE AND ARBITRATION PROCEDURE OF THE UNITED STATES POSTAL SERVICE 1.docxTHE GRIEVANCE AND ARBITRATION PROCEDURE Abstract This informative research paper will delve into the procedures used by the U.S. Postal Service concerning the grievance and arbitration procedure. It will outline the duties of a manager concerning the employees, and the everyday expectations. Also the
responsibilities that the employees have concerning, their attendance, job knowledge, and working safely. It will show how management formulates a decision to issue discipline whether it is a paper discipline, to a seven (7) day suspension, a fourteen (14) day suspension and then ultimately a Notice of Removal from the company. Management must make every effort to communicate with the employee formally or informally, to get the root cause of their underlying unacceptable behavior or attendance before discipline is issued. Management has tools available to them such as, EAP for assistance.
Document1THE GRIEVANCE AND ARBITRATION PROCEDURE OF THE UNITED 3 STATES POSTAL SERVICE 1.docxTHE GRIEVANCE AND ARBITRATION PROCEDURE As a Manager I am required to set the standard and lead by example. I am required to be regular in attendance, work safely and treat everyone with dignity and respect. I am a representative of the company, and my attitude and demeanor reflect the type of personnel that is employed by the U. S. Postal Service. I therefore expect my employees for follow my lead. I have the responsibility to identifying employees who have demonstrated unacceptable attendance and behavior and take appropriate action, timely and corrective action when warranted. One of the guidelines that Management uses is the Employee and Labor Relations Manual (ELM). This manual outlines the leave program and its procedures and the administrative policy to administer the leave program on an equitable basis for all employees, inform employees of their leave balance, approve and disapprove request for leave, record leave in accordance with Handbook F-21, Time and Attendance, or Handbook F-22, PSDS Time and Attendance, and control unscheduled absences. I also must inform employees of leave regulations, discuss attendance records with individuals when warranted and maintain and review PS Form 3972, which is a calendar outlook of leave used. I input all unscheduled leave in red, so the employee can see the impact of their unscheduled absences, and any patterns that are developing. It is Managements responsibility to properly execute and timely address the attendance deficiencies of my subordinate employees. The employee is expected to maintain their assigned schedule and must make every effort to come to work. At times employees are requested to provide acceptable evidence for unscheduled absences when requested. All employees are also required to work safely at all time. Some sources of grievances can include absenteeism,
Document1THE GRIEVANCE AND ARBITRATION PROCEDURE OF THE UNITED STATES POSTAL SERVICE 1.docxTHE GRIEVANCE AND ARBITRATION PROCEDURE insubordination, overtime and plant rules. (A Postal Supervisor’s Quick Reference Guide) I have identified an employee whose attendance is unacceptable. Excessive lateness’s. I have the authority to inform the employee, first unofficially. The employee and I are seated in the office, in a private setting. I inform the employee that this is an
informal discussion concerning their attendance. I show them the Form 3972 with the red marks showing unscheduled absences. They then sign the back of the form with the date and time. If over a period of time, usually three to four months, and sometimes it doesn’t take that long, the erratic behavior in attendance...