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HRM 310 SNHU Addressing the Union Employee Complaint Discussion

Overview

The HR professional must understand how grievances are handled with union and nonunion employees. When do you offer to investigate and when do you escalate? HR professionals are expected to mitigate risk by being a resource in responding to employee grievances in a manner consistent with employment law and employer practices. At times, the HR professional is the first point of contact for employee grievances, and they will expect you to support, guide, and advocate for them. You must have sharp decision-making skills and balance both the employee rights and the rights of the employer. More importantly, you must have a general knowledge of employment law to know if there’s a violation to address in the workplace.

Directions

You are an HR business partner who received two complaints from employees about FMLA retaliation. One employee is a member of the union, and the other is nonunion. How should you handle each complaint?

Specifically, your responses must address the following criteria:

  1. Union Employee: Explain how a complaint will be addressed for a union employee.
  2. Union Consequences: Discuss the consequences that will happen if these complaints are not addressed for a union employee.
  3. Nonunion Employee: Explain how a complaint will be addressed for a nonunion employee.
  4. Nonunion Consequences: Discuss the consequences that will happen if these complaints are not addressed for a nonunion employee.
  5. Employment Law: Apply employment law as it is relevant and impacts the scenario.
HRM 310 SNHU Addressing the Union Employee Complaint Discussion
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