Labor Relation and Grivance Handling
Fall 2012-Spring 2013
Professional Development Training
75
Strategic Grievance Handling
Developing Techniques and Processes to Manage Grievances Efficiently
Toronto: October 16-19, 2012
Victoria: November 20-23, 2012
Toronto: April 30-May 3, 2013
irc.queensu.ca
years
Queen’s IRC open-enrollment programs and practitioner-focused research help next-generation leaders
resolve disputes, champion change, and align people and purpose.
2
Enrol at: irc.queensu.ca
The number of outstanding grievances is one of the most telling indicators of the state of labour relations in a unionized environment. Considering legal costs and reduced productivity, it is also a very expensive indicator for both employers and unions. Like taxes, grievances are impossible to avoid. But strategic practitioners can reduce their frequency. There are measures you can take before grievances are launched. There are measures you can take during the grievance procedure, and during mediation and arbitration process to lessen the impact on employees, the union, and the organization. That’s where this program comes in.
Strategic grievance handling is a thoughtful approach to labour relations. It involves identifying workplace-wide issues and problems, then analyzing the way in which individual grievance management can address those issues. A long-term goal can then be developed for solving the systemic issues. You will come away from this program with the big-picture perspective, as well as the skills that you can use back at work to confidently handle all steps in the grievance process.
Learning Outcomes
By the end of this four-day program, you will be better positioned to:
I
Diagnose when and how conflict escalates
I
Understand the context and purpose of a grievance
I
Consider your options when a grievance is filed
I
Prepare for and take control of the grievance meeting
I
Deploy your skills most effectively during the
Professional Development Training
75
Strategic Grievance Handling
Developing Techniques and Processes to Manage Grievances Efficiently
Toronto: October 16-19, 2012
Victoria: November 20-23, 2012
Toronto: April 30-May 3, 2013
irc.queensu.ca
years
Queen’s IRC open-enrollment programs and practitioner-focused research help next-generation leaders
resolve disputes, champion change, and align people and purpose.
2
Enrol at: irc.queensu.ca
The number of outstanding grievances is one of the most telling indicators of the state of labour relations in a unionized environment. Considering legal costs and reduced productivity, it is also a very expensive indicator for both employers and unions. Like taxes, grievances are impossible to avoid. But strategic practitioners can reduce their frequency. There are measures you can take before grievances are launched. There are measures you can take during the grievance procedure, and during mediation and arbitration process to lessen the impact on employees, the union, and the organization. That’s where this program comes in.
Strategic grievance handling is a thoughtful approach to labour relations. It involves identifying workplace-wide issues and problems, then analyzing the way in which individual grievance management can address those issues. A long-term goal can then be developed for solving the systemic issues. You will come away from this program with the big-picture perspective, as well as the skills that you can use back at work to confidently handle all steps in the grievance process.
Learning Outcomes
By the end of this four-day program, you will be better positioned to:
I
Diagnose when and how conflict escalates
I
Understand the context and purpose of a grievance
I
Consider your options when a grievance is filed
I
Prepare for and take control of the grievance meeting
I
Deploy your skills most effectively during the