Summary: Workplace Conflict And Employee Simulation

A robust employee and employer relationship is essential for WeaveTech as they navigate thru this me period of M& A. Conflict and labor relations issues will arise. Strong relations are likely to reduce conflicts and increase morale if the conflicts are handled correctly. There are no easy decisions to be made my Frank Jennings; reducing managers by 20% may provide some legal and ethical challenges before execution. Workplace conflict should be addressed immediately to avoid escalation. A few simple steps can help; acting immediately – by trying to understand each person’s perception without judging, meeting with each party separately to get a clear understanding of the issue, come up with decisions that both party wins with a compromise.
In the event these open discussions do not resolve or prevent problem-solving escalation may be necessary and formal grievance procedures will be followed. “A grievance is generally defined as a claim by an employee that he or she is adversely affected by the misinterpretation or misapplication of a written company policy or collectively bargained agreement. A grievance procedure is a means of internal dispute resolution by which an employee may have his or her grievances addressed.” “An effective grievance procedure provides employees with a mechanism to resolve issues of concern. The grievance procedure may also help employers’ correct issues before they become serious issues or result in litigation. (SHRM,
The complaint will be dated, recorded, filed and assigned for investigation
Step 3 – The investigator will provide written feedback, for all parties regarding the complaint; parties are not allowed to contact each other regarding the claim, any retaliation is strictly prohibited.
Step 4 - A complete and full review and investigation of the complaint, expected resolution in 30 days. All information will be kept confidential.
Step 5 - The written findings including steps for resolution for restoring a respectful work environment for all parties. Follow Up: Post-Complaint Review 30 days and 60 days.

The above step refers to not being punctual, missing target deadlines, poor work quality and extreme absenteeism. Discriminatory behavior such harassment, in any for at WeaveTech is strictly prohibited, discrimination in any capacity will not be tolerated, and all team members should ensure that any complaints of discrimination are reported immediately. If an employee is found to be in violation of policy there will be serious disciplinary consequences such as a written warning or possible