Comparing Labor Contracts: Grievance Handling and Employee Discipline Clauses

This assignment is about unions and labor contract agreements. The written agreement is a key element to the understanding of how actions and activities take place in the workplace. Often, however, there are differences in opinion between management and labor. View the following humorous video that shows the importance of ongoing communications and that the contract agreement alone sometimes does not tell the whole story:

Seven Dimensions (2016). Unions and collective bargaining. [Alexander Street Video]. Retrieved from Trident Online Library, Academic Video Online.

Use these steps to navigate to the video in the Trident Online Library:

· Under Online Library, click ADDITIONAL LIBRARY RESOURCES.

· Scroll down to Academic Video Online.

· Click on Academic Video Online.

· Search for the video by pasting its title in the search bar.

In this Case Assignment we will look at actual labor contracts to experience the content and detail involved.

Go to the following source:

OPM. (n.d.). Collective bargaining agreements . https://www.opm.gov/policy-data-oversight/labor-relations/collective-bargaining-agreements/

The emphasis is on how to represent information in table form and to draw your own conclusions from the data presented.

Case Assignment

Select two labor contracts, each representing a different industry group. Discuss (in your own words):

· How the two contract sections on employee grievance handling differ and are the same (paying close attention to the definition of “grievance”; grievance processing steps, mediation and/or arbitration and other important topics in the clause).

· Compare and contrast their employee discipline/discharge clauses.

· Summarize by bringing in your module readings and/or library research to discuss the impact grievance handling might have on employee relations.

Include at least 3 library sources to help strengthen your discussion.

Half of your paper should be a table or tables, and half a discussion of your conclusions drawn from the tables you present. Paper length: 4–5 pages, not counting cover and reference pages. Please upload your paper by the module due date.

Assignment Expectations

Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

Prepare a paper that is professionally presented (including a cover page, a list of references, headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling, and word-usage errors.

Citation and reference style instructions are available at Trident University’s Introduction to APA Style, 7th edition .

Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!

🔴 Step 1: Understand the Assignment
You are tasked with analyzing two labor contracts from different industries, focusing on grievance handling and discipline/discharge clauses. You must:

Create tables summarizing and comparing the clauses.
Write a discussion analyzing the similarities/differences and their impact on employee relations.
Use at least 3 scholarly or library sources.
Paper length: 4–5 pages (excluding cover and references).

🔴 Step 2: Structure Your Paper

Cover Page (APA Format)
Include paper title, your name, course, instructor, and date.

Introduction (½ page)

Briefly explain the importance of collective bargaining agreements.
State the purpose: to compare two labor contracts, focusing on grievance handling and employee discipline/discharge clauses.

Body of the Paper

1. Tables Comparing Contracts (2–2.5 pages)

Select two contracts from OPM’s database (different industries, e.g., healthcare vs. transportation).
Create tables showing:
- Definition of grievance (how each contract defines it).
- Grievance process steps (filing, timelines, escalation).
- Mediation/arbitration procedures.
- Discipline/discharge procedures (progressive discipline, immediate dismissal conditions, appeal rights).

Tip: Make the tables clear and concise so readers can compare side by side.

2. Written Discussion (2–2.5 pages)

Grievance Handling Comparison
- Identify similarities (e.g., both include multi-step procedures, final arbitration).
- Identify differences (e.g., time limits, involvement of union reps, mediation requirements).
Discipline/Discharge Comparison
- Compare how each contract addresses fairness, progressive discipline, and just cause.
Impact on Employee Relations
- Use module readings and scholarly sources to explain how grievance systems can improve trust, reduce conflict, or create tension depending on implementation.
- Discuss the role of unions in protecting employees and ensuring fairness.

Conclusion (½ page)

Summarize main findings (key similarities/differences).
Reinforce the importance of clear grievance and discipline clauses for employee relations and organizational stability.

References (APA Style)

Include at least 3 scholarly/library sources. Suggested:
- Budd, J. W. (2021). Labor relations: Striking a balance. McGraw-Hill.
- Holley, W. H., Jennings, K. M., & Wolters, R. S. (2020). The labor relations process. Cengage.
- Peer-reviewed HRM or labor law journal articles.

🔴 Step 3: Formatting & Submission

Times New Roman, size 12, double-spaced.
Use clear headings/subheadings.
Proofread carefully for grammar and APA compliance.
Save as: LastName_FirstName_HRM_Assignment.docx.

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